Recruiters recognize it: a new vacancy comes online. As a recruiter you think: "This job opening is likely to attract a lot of attention!" You write a good vacancy text (you think), read this, try to make it even more attractive and publish. And then the waiting starts. In the end, nobody applies. How?! You can do something about that in 2019. These are the online recruitment trends for 2019.
Sometimes it seems as if a vacancy will remain open forever. It could only be that it is simply too much work for a person. The potential candidate may already feel discouraged when reading all responsibilities.
Why don't you split a vacancy? Multiple people can then complete the tasks. You may even have people internally who could do this. And what if it turns out that your candidate's profile is incorrect? We call the adjustment 'job carving'. Here you mainly use creativity, instead of money. In some cases it is more useful than continuing to post endless vacancies.
How are things in the workplace at ING or Alliander? Many applicants can now know in advance: they will receive VR glasses to simulate that they are at the office. They were sent a kit at home, or watched through glasses at the job fair. This was a great success for ING and Alliander in the past year and there is a good chance that other companies will also try this.
You can also use VR for people who get nervous from job interviews. You can train them by simulating that there is a hiring manager opposite them. It is all still in its infancy, but it is expected that this will really make its way into the recruitment world.
Recruit with a chatbot
At Bloeise we have written about the chatbot, because we really see something in it. A good chatbot can help recruit the right candidates. This is namely always available for questions from candidates, for example. By making use of Artificial Intelligence, the bot can learn and good conversations can arise. This way you increase the conversion of the number of applicants.
Make applying fun
You can challenge applicants in different ways. Use a mini-game or think up a challenge to apply. This way you not only get candidates who are suitable for the vacancy, but you also attract attention. A good example of this: developers who have to crack a code. That way you can come up with countless ideas yourself. Just sit in front of it.
A temporary 'work at' page
Right away 'Work at 'page you are very focused. What does someone at your company want to do? What does your company stand for? These pages are usually temporary: they are plugged into the important traffic sources and then disappear again.
We sometimes call it 'Recruitment on Demand': you create a page, advertise with it, find the candidate you are looking for and then it is gone. Nothing more and nothing less. This allows you to recruit quickly and flexibly with your own brand.
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