What are the Most Recent Trends in Recruitment?

The process of attracting, screening, and choosing competent persons for a vacant position in an organization is known as recruitment. Understanding the needs, analyzing the position and team situation, sourcing the proper individual, interviewing, and selecting the candidate are the basic processes in the recruitment process. Various new trends in the recruitment procedure are being pursued these days. A few of them are following here:

However, nowadays, hiring is a two-way street. A candidate searches for a suitable firm to work for in the same way that a company searches for a good candidate.

Recent Trends in Recruitment:

Here are a few of the most recent hiring trends applied by businesses.


Outsourcing firms are in the business of finding qualified applicants for open positions in businesses. These companies handle the preliminary screening and provide the talent pool to the organization for the ultimate selection. They operate as go-betweens for job seekers and employers wanting to hire. Outsourcing firms charge companies for the services they provide. Companies can save a lot of time and money by using outsourcing firms to recruit. Outsourcing organizations include employment agencies and recruitment consultancies. Small businesses that don't have a lot of human resources to hire rely on recruiting outsourcing.

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Buying talent is what poaching is all about. Some other companies use talented and experienced people that work for a reputable organization. The majority of businesses get talented employees from their industry's competitors. Companies entice talented individuals by offering more lucrative deals. Human resource managers face significant difficulty in dealing with poaching.


E-recruitment is the process of recruiting candidates through the use of the Internet. The external source of employment is online. Companies post job openings on the internet and job seekers can apply online. Candidates can instantly view open employment listings posted on websites. They can apply for positions in a matter of hours, allowing the recruiting process to go more quickly.

University Recruitment

HR specialists from businesses visit university campuses to find candidates who meet their needs. This strategy has the advantage of obtaining a large number of required candidates in a short period of time. Companies that need to hire a large number of people can benefit from campus recruiting and bulk recruitment.


Internships are available for college students at a variety of organizations. Some organizations transform talented students from them into full-time hires. Summer training programs held by businesses can also aid in the identification of talented individuals who can be hired.

Referral Programs

Employee referral programs are also included in recruitment initiatives. Any bright applicant for a suitable position in the organization can be suggested by current employees. This helps the organization save money on recruitment by avoiding the use of outside vendors. Internal references from employees are also given more weight. Referral programs provide the advantage of keeping current employees in the company and rewarding them for their efforts. Furthermore, the best-fit individual can be brought in at a reasonable cost. Some companies are also interested in rehiring ex-employees.

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In addition to these methods, recent recruitment trends include numerous modalities of recruiting and ads. Companies are currently using mobile advertising and mobile phone recruiting in the recruitment process. Mobile advertising includes technologies such as text messaging and video messaging. Using social networking sites to find talent on the internet is also beneficial. Using these sites to post free adverts will assist speed up the hiring process. Organizations can benefit from these current recruitment trends in a variety of ways.

Global Trends in Recruitment

Any workforce's lifeblood is the staffing and recruiting business. Companies that needed the services of a staffing agency in the past had a hard time selecting the proper organization to meet their demands. The staffing and recruitment sector has been able to apply successful techniques to meet its human resource and company goals thanks to advances in modern technology and the rise of social media.

LinkedIn has published its 2017 Global Staffing Trends study. It is based on 2,000 search and staffing recruitment professionals at the management level and above from 35 countries. The report's highlights include the importance of overall company growth, the competitive quest for top personnel, and accomplishing more with less. A few important key factors to bear in mind are given as follows:

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Positive Growth in Staffing

Recruitment firms are putting in more effort to sustain and expand their business. With 68 % of staffing agencies expected to grow this year, 79 % anticipate seeing an increase in the number of applicants placed.

With 83 % of staffing firms indicating that the average time to hire is now less than two months, there is now a general reduction in time to hire.

So, even in the face of political instability (Brexit in the United Kingdom, Trump administration in the United States, etc.), staffing firms are optimizing their own processes and leveraging technology to boost efficiency.

Branding and Social Media Increased Growth

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The most cost-effective way to build a company's brand is through social media. Measuring the brand's marketing and growth is done through social networking-based career websites like LinkedIn (74%) and third-party websites or online job boards (55%) ahead of Facebook (36%) and Twitter (3%). (18 %). When we compare this to the present state of recruiting budgets, we can see that social media is providing a considerable return on investment despite its minimal cost to set up and maintain.

Although 82 % of top staffing organizations think that investing in a brand produces new business, only 10% of their budget is allocated to it. Traffic to the career website (45 %); response to emails/In-Mails (43 %); social media engagement (35 %); the number of social media followers (27 %); and survey data on potential candidates' impressions were all used to measure the brand (21%).

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Investment in New Technology and Tools

Although traditional tactics such as business development are still employed by recruiters, there is a clear desire for cost-effective technology that makes candidate sourcing faster and more efficient. If recruitment agencies had an unlimited budget for 2017, the investment would be allocated to increasing the agency's brand through more business development (49%), better candidate sourcing tools (34%), and new technology/recruitment software (30%).

The top two roles to place for clients are IT and engineering.

Client demand for IT and engineering personnel is so high that staffing organizations must consider new ways to tap into these talent pools. One strategy would be to send them highly personalized material that is relevant to them.

Future Outlook of Recruitment

Despite the fact that staffing businesses' expenditures are increasing, client demands and the projected number of placements are also increasing. Staffing firms will use more social and professional networks to generate new business (55 %), recruit more diverse candidates (30 %), and use innovative interviewing tools (29 %), candidate relationship management tools (29 %), and use big data to boost their competitive edge, according to the survey (28%).

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It seems certain that the staffing and recruitment business will experience significant expansion. There is still a lot of room for organizations to develop and use all of their resources to find the finest applicants for the right job.

Major Challenges in Future of Recruitment

Competition for talent (58 %), business development (38 %), a limited budget (30 %), a small recruiting team (25 %), and inadequate communication with hiring managers are among the top problems leaders say their team’s encounter (20%).

When it comes to determining success, staffing agencies are focused on indicators that have a long-term influence on the company, such as customer retention and the number of candidates placed each year.

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