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Recruiting in 2019: 4 New Rules

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The rules are changing fast when it comes to recruiting new talent. With fewer active job seekers and more data at our fingertips, the tried-and-true techniques of the past are no longer cutting it.

Here’s what successful employers are doing in 2019:


A candidate-driven market requires candidate-first thinking. When you truly get inside the minds of the top talent you’re seeking, you understand that no two job searches are the same.

Certain entry level, blue collar and administrative positions can attract great candidates through simple job listings or temp-to-hire arrangements. Mid-level and technical jobs require more advanced recruiting techniques. For some of those positions, internal recruiting and employee referrals may be key. Then there are executive level positions and hard-to-fill or niche jobs that require expert search capabilities. There may be only a handful of candidates in the world who fit the description, and it’s likely none are actively seeking a new opportunity. That’s when even expansively staffed HR departments turn to executive search for help.


Nearly 85% of recruiters place culture fit as the top thing they look for (88% of job candidates feel the same way). When it’s overlooked, the problem doesn’t just go away. More than 30% of the new hires who quit within the first 90 days do so because they realized their values don’t match their new employers’.

Soft skills like professionalism, emotional intelligence and leadership potential are equally important. These traits are notoriously difficult to assess, but recruiters and employers are figuring it out with an array of neuroscience tests, behavioral questions, and other tactics.


With so few active candidates in the job market, employers are learning that they need to pursue top talent through recruiting agencies. Bullhorn’s Bob McHugh recommends starting with being a good communicator by responding quickly, keeping them in the loop, and adding special touches like remembering their birthday.

Then, during the interview process, keep in mind that job candidates are looking for cultural cues that will make them excited about joining your team. The parking situation, the “feel” of the office, the way they’re greeted at the front desk, and dozens of other “everyday” factors each play a part in attracting or turning off candidates.

Don’t leave these details to chance. When conducting a phone or video interview, put someone in charge of the technical details to ensure everything goes smoothly. For in-office interviews, make sure someone is in charge of greeting the candidate, ensuring they have what they need, and guaranteeing the office is clean and inviting.


While speed to hire isn’t a new concept, its importance has become turbocharged. Once you reach out to a candidate, you’re working against the clock to get them from phone screen to offer faster than anyone else. And that’s not the only reason speed is critical. Business priority and market changes and even candidate expectations necessitate a fast hiring process taking weeks, not months.

Successful employers understand this and have fine-tuned their processes with outside sourcing and screening, precise interview processes, streamlined reference checking, same-day hiring decisions, and other refinements. ERE Contributor Dr. John Sullivan offers these tips to help improve your speed to hire by 50%.

A top recruiting partner can help you achieve each and every step above, from finding, screening, and communicating with candidates to speeding up your hiring time. To find out how, feel free to ask us.