How to hook that candidate: recruitment trends to look out for in 2019

Powerful tools to attract the right candidate for that job opening you’ve just listed.

In a technology-driven world where information is overwhelming and job offers are listed on sites on a daily basis, grabbing the attention of a potential job candidate is more challenging than ever.

Social media has opened up a variety of new ways in which to seek employment and the changing job market has started seeing a shift in the way candidates approach job hunting.

The goal of a job role is that it needs to be as attractive as possible. But competition is fierce and candidates aren’t keen to simply take the first opportunity that’s being offered to them.

So how do you create a package that will see potential candidates flocking to your job offer? What hiring trends and focuses do recruiters and managers need to hone in on in order to ensure that they have a wide pool of candidates to choose from?

These key focuses are set to shift the hiring game in 2019 and beyond: A deeper focus on candidate experience and employer branding

According to The Independent, a huge focus that many job holders and seekers value is flexibility.

Candidates are becoming far more selective about the job search process and as such, potential employers are being challenged to position themselves as a brand that offers more than an attractive salary package. reports that applicants in 2019 are far more likely to judge companies based on what job perks are being offered, especially if it includes flexible work hours. Job seekers are increasingly turning towards offers that give them the chance to have a better sense of work-life balance.

Can you offer flexible working times? Do you have attractive medical aid and pension offers? What are some of the hooks – besides the job role itself – that will entice job seekers to apply for the designated role?

What you offer reveals a lot about your corporate culture and also impacts on your reputation. The better your reputation, the more likely the candidate will want to be employed by you.

Added to that is the candidate’s experience of the actual hiring process. Is there clear communication? Has the interview process been thoroughly explained to and understood by the potential employee?

Has the applicant been provided with an understanding of what it’s like to work at the company and what he/she could expect?

What you do to ensure a positive experience for the candidate remains a key point in not only ensuring that people will come back, but candidates would be far more likely to recommend your company to others looking for work too.

READ MORE: How to write better job adverts to attract better applicants

Integrated technology systems to better streamline the recruiting process

One of the many challenges that recruiting agents and hiring managers face is having to sift through a multitude of job applications.

Artificial intelligence has become a game changer in a variety of corporate areas, particularly in the area of recruitment.

Through the use of Application Tracking Systems (ATS), which helps recruiters weed out CVs that don’t match the job specifications, hiring managers cut down on the time spent browsing through unnecessary CVs.

The benefit of this is that it also provides managers with a streamlined and structured system and offers better and more refined results based on ATS algorithms.

But it’s not just ATS that’s making life easier for hiring managers. There’s a variety of AI software that can learn and pick up on what makes a good candidate based on data about past candidates, while chatbots can help to make the application process easier too.

According to, through video screening, AI systems can even pick up on the smallest things in the background that can help decide whether the applicant is a suitable candidate.

READ MORE: Rethinking ‘the art’ of the job order

Going mobileIn a recent interview on Bizcommunity, Anish Shivdasani, co-founder and CEO of Giraffe says that given that most people access the internet through mobile platforms, going mobile will play an even bigger role in recruitment.

More and more candidates are searching for job listings via their phone, so providing and creating mobile-based platforms that make the job hunt easier will go a long way in creating a job searching experience that will draw more potential applicants.

The power of social media

Social media recruiting has become somewhat of a phenomenon over the last few years.

And given that most of us spend a good portion of our time on networks like Facebook, Twitter and Instagram, it isn’t any wonder that employers have utilised these networks as a recruitment and advertisement tool.

Targeted advertising not only invite applicants to submit their CVs but also establishes them as brands that users can engage with even if they aren’t interested in a career at the company just yet.

Brands that establish themselves on social media are moving towards building a rapport with their users, providing readers with insight into their content and work culture, which according to is a big part of what job seekers are looking for in potential employers and their companies today.

Being visible and creating a dynamic and interactive presence online has become both a marketing and recruiting strategy – and one that shows no signs of going away anytime soon.

Interested in a strong employer brand to attract talented professionals. Contact our Careers24 Employer Branding specialists for more info.

Writer | Tammy February

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