Recruiting strategies are shifting to create an even more competitive hiring landscape. There are less passive job seekers and more active job application tools. It’s now easier to apply for jobs, but keeping track of the best opportunities is more difficult. In this article, we’ll explore how the recruiting game has changed and what you can do to get a job in 2022.
The Rise of Applicant Tracking Systems
A decade ago, you could apply for jobs the same way you’d apply for a library card. Today, though, to be successful in the job search process, you need to be strategic. That’s why applicant tracking systems (ATS) are booming. ATS is technology that helps organizations manage their hiring process. It allows them to review resumes and conduct initial screenings, manage candidates through the hiring process, and monitor the output of hiring managers and recruiters. The increased adoption of ATS is indicative of a few shifts in the recruiting landscape. First, there are less passive job seekers and more active job application tools — such as Indeed, LinkedIn, and ZipRecruiter — that allow people to quickly apply for multiple jobs. Second, employers are increasingly open about what it takes to get hired, which means job seekers have more transparency into the recruiting process. Third, employers are looking for a more streamlined hiring process. A technology that can automate the screening and onboarding process means less time spent processing candidates and more time spent getting work done.
More Transparency in Recruiting Processes
The days of applying to a job and hearing nothing back are long gone. In fact, it wasn’t all that long ago when employers were blind to how much time it took to hire someone. Now, hiring managers track how long each step of the hiring process takes. For example, if it takes 10 hours to review candidate resumes and conduct interviews, employers are more likely to hire people that they can bring on board in less than 10 hours. So why is there more transparency in the recruiting process? Well, most employers have adopted ATS, which allows them to track the amount of time it’s taking to review resumes, conduct interviews, and bring candidates onboard. The transparency behind recruiter productivity is just one sign of increased scheduling rigor in the recruiting process.
Hiring Managers Will Be Even More Selective
With the rise of ATS, hiring managers can quickly scan resumes, conduct initial screenings, and invite dozens of people to interviews. That means hiring managers have more hiring options than ever before. That’s why when you go to an interview, the hiring manager is statistically less likely to bring you on board. Because hiring managers can be even more selective, you have to be better than ever before to get hired. That means highlighting your strengths on your resume, having a well-written cover letter that’s customized to each job you apply to, and being prepared for any interview question you might be asked.
Job-Recruiting Tools Are Becoming More Advanced
Some of the best job-recruiting tools have been around for decades. Things like job boards, Indeed, and Monster are still around and evolving to meet the needs of job seekers in 2022. Conversely, some of the latest job-recruiting tools have only been around for a few years. Careers, for example, is a recruiting platform that lets job seekers create a digital resume and share it with employers. Employers can then invite candidates to apply for the open positions. One of the most interesting recruiting tools is artificial intelligence (AI). With AI, data scientists are using computers to conduct behavioral interviews. AI can record an interview and then analyze both the questions asked and the nonverbal communication of the hiring manager.
The Rise of AI and Automated Interviewing Practices
AI is also being used to create interview questions. Employers create a database of interview questions with pre-determined answers. AI can then take those questions and auto-create new questions based on the pre-determined responses. Employers and AI can then quickly review the interview questions and eliminate ones that aren’t useful. Currently, employers are heavily focused on eliminating any bias in the recruiting process, and AI helps do that. For example, let’s say you’re interviewing for a customer service position. You’ve got a strong resume and you’re well-prepared for the interview questions. But the hiring manager is particularly tired that day. AI can help mitigate that bias.
