Being an effective team leader is easier when you successfully attract strong and naturally driven employees. That’s why it’s important to stay current with new strategies and trends in recruitment.
The following trends are particularly worth learning about in 2020. They represent some of the more effective ways you can build an efficient, cohesive team this year.
Show Off Your Culture
In recent years, research has shown that positive company culture is becoming increasingly important to job seekers. That’s why it’s so important to market your company culture when seeking people to fill open roles on your team.
Keep in mind that there is no one “perfect” company culture. The type of culture that’s attractive to one employee may be less appealing to someone else, and of course, your culture depends on the nature of your organization’s work.
Some companies have a more collaborative, informal way of getting work done. There’s less of a strict hierarchy, and leaders emphasize teamwork and personal relationships. Another organization might have more a rules-oriented culture, where leaders emphasize shared procedures. This might sound like the antithesis of a “fun” work environment, but many people actually feel less stress and more relaxed when there’s a clear order and structure to things—and having rules and well-defined procedures isn’t a negative when they are applied fairly and consistently.
For a company leader, knowing that there’s no one perfect culture can be freeing. Instead of trying to develop an inauthentic culture, focus on highlighting the genuine aspects of your culture when trying to find candidates. This way, you’ll attract people who will fit well within your organization.
Developments in HR technology have made it easier than ever to automate a range of recruiting tasks. To as much of a degree as possible, you should embrace automation, but keep in mind the following caveats.
There are obviously tasks that you cannot and should not automate. There’s no AI that can yet match a human in interviewing candidates, for example. However, by automating the basics, you can spend more time focusing on the higher-value tasks.
It’s also important to guard against certain drawbacks of automation that can prevent you from putting together the best team. For instance, some recruiters use automated programs to screen candidates’ resumes, eliminating those that don’t meet basic criteria. While this can be an effective way to reduce the amount of time you spend reviewing applications, it can also cause you to eliminate candidates who may, in fact, be qualified to fill key positions.
Be aware that some resume screening programs are more sophisticated than others. Some allow you to build a profile of the ideal candidate that you can match with a database of resumes; others rely on a form of AI that “learns” what a successful candidate looks like, based on your previous hires. Less sophisticated software simply filters out resumes that do not contain a key term—and candidates can even game the system by keyword-stuffing. Think before you adopt any resume screening or applicant tracking system, and make sure you’re relying on the right technology.
Optimize for Mobile
When recruiting employees, it’s often helpful to think of candidates the same way you would think of consumers. When developing campaigns, marketers consider how their audience engages with the organization’s brand. This helps them determine how they can design and execute campaigns that actually reach that audience.
The same principle should apply to the way you recruit. Just as research shows that consumers are increasingly engaging with marketing content via mobile devices, research also shows that many people now apply for jobs directly through their smartphones.
This isn’t a minor point. If your application process isn’t optimized for mobile, you may not attract as many qualified applicants as you could. Coordinate with HR and other important decision-makers at your organization to examine your application process, especially if it hasn’t been yielding good candidates. Besides optimizing for mobile, you may also want to look for unnecessary extra steps or cumbersome requirements in your application process. Sometimes a more involved process can be used to shrink a candidate pool down to a manageable size—but be sure to consider whether it might be having the opposite effect of scaring away top talent.
Get Help from Your Team
Surveys reveal that employers who coordinate with their team members when making hiring decisions tend to be happy with the outcomes. This makes sense. After all, as a team leader, you may be able to determine whether a candidate has the technical skills, knowledge, and experience to succeed in a role. However, as a leader, you don’t know exactly how it feels to work as a lower-level employee on your team—so you may not be the best judge of whether someone has the soft skills and personality to work well with other team members.
Your employees probably have a more intuitive sense of what personality traits contribute to day-in, day-out success as a member of your team. It can be a good idea to involve some of them in the interview process.
The best recruitment tactics are evolving, even more so now that so many technologies are available to streamline and enhance the process. Make sure to stay current with the latest trends in the field as you fill open roles this year.