4 UK recruitment trends

The UK recruitment market is highly successful. Estimates say that it’s currently worth £35.7 billion to the UK economy, and this total is only expected to grow as time goes on.

However, the market won’t just get bigger; it will change and adapt with the introduction of new technology and a new generation of candidates to the workforce. Here are just a few trends we think will impact UK recruitment.

What UK recruitment trends should you look out for?

1) Better recruitment technology

On average, talent acquisition professionals spend between 13 and 20 hours sourcing candidates for a single role. However, 70% of them believe that automation would help them improve their productivity.

This year, recruiters will use a combination of AI and analytics to automate, supplement and streamline key aspects of the hiring process (e.g. identifying hiring need and reviewing CVs/applications), giving them more time to focus on the ‘human’ side of recruitment.

RGH is targeting some key technology partnerships.

2) Social media is taking over recruitment

88% of recruiters invested in their social media presence and this will ramp up. With Internet leaders Facebook and Google challenging social media recruitment site LinkedIn, this recruitment avenue is only set to keep growing.

Recruiters must be aware of these new avenues and start cultivating their employer brand – something that 40.2% of professionals with hiring responsibilities agree is now a top priority. However, take care not to overwhelm potential candidates with content from multiple sources – they can quickly become desensitised and disengage entirely from your brand.

3) GDPR is pushing everyone towards inbound marketing

Draw your candidates in rather than pushing jobs out directly to them. This might help you generate results as 86% of the most qualified candidates are not actively seeking a job, but the right campaign may just catch their eye.

One of the aims of this inbound marketing strategy is to increase employer brand recognition. This is a best-practice strategy for all recruiters to pursue as 69% of candidates would not accept a job in a firm with a bad reputation, even if this left them jobless.

Just make sure that everything you create is GDPR-compliant and you have permission to contact your candidates.

4) Making changes to align with the new workplace

The UK recruitment market needs to shift to match the diverse, agile and flexible workplace Millennials and Gen Z are demanding, now that the last of the baby boomers are retiring.

First of all, ensure that all of your output is mobile responsive; 90% of jobseekers already use mobile devices when looking for new opportunities and we think this is only set to grow as these devices improve.

You may also want to consider changing the way you conduct interviews. Try these modern and more informative approaches:

• Soft skills assessment: Use surveys and mini-games combined with high-tech tools to assess flexibility and teamwork
• Virtual reality: Put candidates in a situation where you can review their decision-making and problem-solving skills
• Video interviews: Consider more remote candidates by conducting video interviews – they’re also great for roles where communication and presentation are key elements
• Job auditions: Give candidates a few ‘trial days’ so they can get a better sense of the role and allow you to gain insight into their skills and strengths/weaknesses

Do you need advice about recruitment? Talk to our expert team today.