The recruitment landscape is going through a period of transformation and, in some sectors, upheaval. Yep, we know that’s a sentence that could have been written at the start of every year for at least the last ten. That fact doesn’t make it any less relevant today.
The most important factor is that we don’t rely on the recruitment strategies and techniques that worked in the past. New technologies, changing employee expectations, and the competitive environment mean organisations must continuously adapt to ensure they attract, successfully onboard, and then retain the best possible talent.
This is especially important in the technology sector where skills shortages are common.
With all this in mind, here are our top tips for recruiting in 2025.
Embrace Technology
New technologies are not going anywhere, including automation and AI technologies. They are now part of the recruitment industry, and they are here to stay. If anything, they are going to become more integrated, embedded, and essential to the recruitment process.
As a result, it is beneficial to embrace technology at almost all stages of the hiring process, including applicant screening, applicant tracking, and onboarding.
It’s also important to remember that implementing new technologies is not about removing the human element. Recruitment is still – and will remain – a very personal pursuit where human interactions are essential. New technologies, when properly implemented, assist and facilitate more effective recruitment processes.
Ensure You Are Providing a Positive Candidate Experience
A poor candidate experience can result in an ideal hire walking away from the process. And when they do, you can be sure they will tell other people what happened to them. In other words, a poor candidate experience will not only lose potential hires, but people who haven’t even submitted an application.
So, take steps to optimise the candidate experience throughout the entire process, including onboarding.
Adopt Flexible Working
The days of attracting talent purely on salary are over. Of course, candidates are still motivated by salary, but remuneration is not their only consideration. Work-life balance is also a high priority for many candidates, particularly in areas where there are skills shortages.
One of the ways you can help attract top talent is to adopt flexible working practices. This can include flexibility in working location, hours, number of days per week, parental leave, etc.
Prioritise Skills
Qualifications are important and always will be. However, one of the main trends we are seeing at the moment in the technology sector is the need to find candidates with the right skills. It’s not just specific hard skills, either, but also transferable skills and soft skills such as communication, versatility, and resilience.
By prioritising skills, you can bring a more diverse pool of candidates into shortlists as well as hiring people who might not have a perfect qualification profile but who are still right for the job.
Continuously Sell Your Organisation as a Great Place to Work
Recruitment isn’t just about the processes and steps in the hiring process, i.e., post a job vacancy, etc, etc, make an offer, etc, etc, onboard the new hire, etc. Organisations that are successful in attracting the right talent are in a constant state of recruitment.
This doesn’t mean always having open job vacancies. Instead, it is about continuously selling your organisation, so people want to work for you. You can do this on your website and social media channels. For example, a person that applies for a role today could have seen a post on LinkedIn six months ago about the great culture in your organisation, with that post being the trigger for submitting the application.
In selling your organisation, it is important that it isn’t just words. You need to have real initiatives and policies, such as wellbeing initiatives and professional development opportunities – both of these examples are appealing to potential candidates. It’s also better to show rather than tell. For example, instead of telling people there are training and career development opportunities, get an employee to share their experience.
Review Job Descriptions
It is also worthwhile to review the job descriptions used when you have a vacancy. The best job descriptions are sales documents. In other words, job descriptions shouldn’t be just about your needs and requirements. You should also highlight what’s in it for the candidate.
Partner With a Specialist Recruitment Consultant
Finally, it is beneficial to partner with a recruitment consultancy that truly understands your industry, the skills your business needs, and the type of people that will enhance your team.
At Accessplc, for example, we specialise in the technology sector, so we support organisations looking for top tech talent. If this is the type of recruitment support that you need, get in touch with us today.
