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For decades, submitting a CV has been the accepted process to land a new job. However, in 2022 things are starting to change and smart employers are adapting their recruitment processes to suit the ‘new normal’.

Here are some key pointers for your HR Team: 

People are hesitant to apply and have more questions than they used to

In the past 12 months, job mobility is at record lows because people just aren’t changing jobs at the rate they did pre-COVID.  Behaviourists explain that there’s an element of ‘better the Devil you know’ when it comes to sticking with their current boss, combined with heightened community anxiety.  Uncertainty about lockdowns, work from home preferences and home-schooling demands are also zapping job seeker motivation; meaning that people who previously might have ‘thrown their hat in the ring’ for a change are less likely to right now.   

Remove barriers to application

What happens if we go into another lockdown? Is my job secure? What is your work from home options? What’s the salary? Hours? Are you flexible for a 4-day week?  We are experiencing HUGE enquiries on these sorts of topics before candidates decide to make a formal application.  Smart employers address these concerns upfront.   

1. Include a contact name and phone number in your advert. Invite questions and welcome dialogue.   
2. Publish as much information as you can about the role, the salary, the hours, the flexibility and the work location.    
3. Make it easy for the candidate to apply – the fewer clicks the better. Most candidates will no longer answer 20 questions or jump through hoops just to submit an application.

Desktops are declining: you need a mobile-friendly application process

Desktop ownership has been declining as mobiles become smarter and more accessible. Less than 50% of internet access is now done via a desktop. If a candidate finds your advert online via their mobile, but can’t apply, that’s going to affect your application numbers. 

Revolutionise your recruitment process with new technology

Rethink whether you need that PDF resume.  There are, now, a myriad of ways candidates can present their suitability for your role.  For example:

1. Video resumes let candidates record a short introduction to themselves and showcase their communication skills.  
2. LinkedIn allows candidates to use their profile as an online resume and share that in response to job adverts of interest with a couple of clicks. 
3. We have leveraged Facebook in-app experiences and have introduced an in-app option to ‘invite a call-back’, making it easy for a candidate to express even the tiniest bit of interest with a simple click on your Facebook advert.  This creates leads for employers eager to make contact with potential employees who are simply not applying via traditional means. It is in its infancy, but we have been trialling it for entry level retail, hospitality and blue-collar roles where computer skills and a formal resume aren’t essential. Results are promising.

For most employers today, promoting vacancies via multiple media options is critical. This means the tools you use to collect applications – in whatever form – must adapt as well as you do.  An inbox full of videos and media alerts can quickly get out of hand!

For most employers, today, getting applications or expressions of interest is key. Therefore, consider whether a paper CV is a dealbreaker for you. Can you get to a preliminary shortlist stage from a LinkedIn profile, a video CV or an initial phone discussion?

The current market is driving new ways to recruit so our recommendation is to keep evolving and innovating.