Recruiting: the 7 trends changing the game

HR trends provide useful reference points. To remain effective in your role, it is necessary to learn about what to do and what not to do in human resources. Between the expectations of job seekers and competition for top talent, businesses must take care of their recruitment strategies. Social networks allow these businesses to attract and convert talent through various processes.

Companies that have adopted recruitment marketing have been able to optimize and facilitate their recruitments with convincing results. It therefore seems essential for businesses to get started. But it's not necessarily easy.

To help you optimize and facilitate your talent acquisition strategy, Seeqle, programmatic recruitment specialist, analyzes the HR trends that matter.

According to France Travail's labour needs survey, one in two hiring projects is considered difficult by employers. These tensions reinforce the importance of adopting innovative approaches, such as HR marketing or programmatic recruitment, to effectively attract top talent.

The 7 recruitment trends:

1. Display the salary on your job offers.

2. LinkedIn is more than just a professional network.

3. Story formats.

4. Generation Z in the workforce.

5. Passive candidates are the majority.

6. HR marketing is causing a stir.

7. Authenticity comes first: make way for EGC (Employee Generated Content).

1. Display the salary on your job offers

Showing the salary on your job offer brings in 80% more clicks, but above all 20% more applications. Big names in recruitment, such asIndeed, push companies to highlight the salaries offered on each offer.

Candidates search job offers directly by filtering by salary, with the impact of simply making you disappear from search results if it is not displayed.

That's why if you don't have the reputation or the attraction of giants like Google or Apple, get a head start and directly post the salaries offered to make a difference. When companies struggle to recruit in one case out of two, displaying the salary is a simple and effective way to increase your chances of qualified applications, especially when competition is tough in a tense market.

2. LinkedIn is more than just a professional network

LinkedIn has tens of millions of members in France and hundreds of millions worldwide. But what are the reasons for such success?

The recruitment on social networks relies heavily on LinkedIn, considered the reference platform by both recruiters and candidates. Considered to be the professional social network par excellence, LinkedIn stands out against competitors such as Facebook or Twitter thanks to its content. Indeed, designed as a networking site, LinkedIn is also a content platform where more than 100,000 new articles are published every week.

For your recruitment teams, this is an opportunity to improve your employer brand and attract candidates to your career site or space. A content strategy is therefore essential in order not to lose the best talents in the face of increased competition on the various digital channels.

3. Story formats

Instagram and TikTok are a major social recruitment opportunity. The story format is a vital component for your employer brand.

According to Dubdub, the brands present in The Stories of Instagram receive 35% more visits than brands present in Stories Snapchat. If you want to enhance your employer brand and optimize your recruitments, do not hesitate to seize this opportunity, otherwise you risk losing followers and, more importantly, missing out on top talent.

4. Generation Z in the workforce

Human Resources Managers, and particularly recruitment managers, have adapted their processes to Millennials (or Generation Y, born between 1978 and 1994) in business. They must also be adjusted for Generation Z (or Gen Z, born between 1995 and 2012) ready to break the codes and disrupt the traditional business world.

First, it is crucial to understand Gen Z's expectations when it comes to finding jobs and internships, in order to optimize your recruitment process. Raised in an almost 100% digital world, Gen Z's expectations in this area are very high.

Gen Z is particularly present on social media and expects the same from their host company. So, by not following social media (or worse, not having a social media presence at all), employers risk completely missing out on this key demographic.

On the agenda therefore: reorganization of all recruitment processes, because the conquest of Gen Z, who occupy a large part of the job market, is crucial. To go further, discover our article on 3 tips for recruiting Generation Z.

5. Passive candidates are the majority

It is essential not to limit ourselves to only active candidates. Recruiters must turn massively to passive talent, which makes up the majority of the candidate market (on Seeqle campaigns, 80% of the profiles reached are passive). The passive candidates are these professionals in a job, not necessarily looking for a new job, but listening to the opportunities that will be offered to them. They make up the majority of candidates.

To reach these candidates, social networks remain the best weapon. Indeed, they allow companies to enhance their employer brand and to familiarize these passive candidates with their brand by providing useful and educational content.

So, to attract passive candidates, create educational content and share it on social media. Over time, you will establish a special relationship with a talent pool, especially passive talent. Once attracted, it will be a question of actively engaging them in the application through your LinkedIn page and your career site. A well-deployed employer brand will allow you to build a positive relationship with passive candidates, and give you a head start in convincing them to leave their current position.

But beware, without a recruitment strategy, this task will be extremely difficult.

6. HR marketing is a sensation

Social recruiting can be defined simply as the process of attracting, sourcing, and hiring talent through the use of marketing.

Recruiting is initially exploited among people you know and this networking is the very foundation of social networks. But because recruiting is an inherent social function and the extent of the use of these platforms has gone far beyond simple networking, you're likely to find your next hire through social media.

By adding HR marketing to your talent acquisition strategy, you reach quality candidates faster and more easily. Find out in This article 4 tips for your HR marketing.

7. Authenticity comes first: make way for EGC (Employee Generated Content)

Many brands and businesses have taken social networks by storm and inundated them with marketing content of all kinds. But very often, all of this content can sound empty, and lack meaning and authenticity. In search of authenticity, social media users and job candidates respond better to authentic video content and images than to a perfectly adapted medium that is obviously too “commercial”.

How can we take advantage of this trend? Instead of posting a bland job description on LinkedIn and other recruiting sites, why not add a simple, honest video about the job? Briefly explain the position you are hiring for and describe some of the things your employees love about the company or department, as explained in part 4 of this article.

In the absence of a HR marketing strategy, you could be missing out on a huge talent pool. To be ready, focus already on what you can easily accomplish, and you'll be well on your way to a more effective recruitment strategy.

The recruitment market is under pressure. In this context, only companies that are able to adapt to candidate habits (salary transparency, HR marketing, authentic content, use of social networks, etc.) will succeed in capturing available talent, or creating it. If one hire in two remains complicated, this is proof that traditional strategies are not enough.

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