Recruitment websites in 2015: what does the future hold?

What will recruitment websites look like in 2015? What can job applicants expect? At present, the quality of recruitment websites still leaves a lot to be desired. Nevertheless, there are still plenty of opportunities for satisfying online applicants in 2015.

Criteria for the best recruitment site

There are various awards in the Netherlands given to the ‘best’ recruitment site each year. One of them is Digitaal Werven. As a member of the jury, it struck me this year that the quality of recruitment sites has not made any noticeable progress. Sites meet the following criteria to qualify for nomination:

• They contain the required information
• They contain videos that give an impression of the organization and its people
• They have an attractive design
• They have a blog or other possibility for interaction

But is it really that hard to do a better job?

What the jury felt was especially lacking on many recruitment websites was a real and authentic representation of the company. One that provides all the information and arguments that enable visitors to decide whether this is the company for them. Let’s have a look a few years into the future. What should a recruitment site look like in 2015?

Job applicants in 2015

It’s difficult to predict what the labour market will look like in 2015. After all, this depends on how the economic crisis develops, which is something few people are willing to predict. Nevertheless, we can expect there to be a great need for specialized employees due to an increasingly ageing population. What’s also clear is that our way of working is changing as well. We are being bombarded with new phrases: smarter workers, new workers, flexible workers... These phrases will be standard fare for the well educated in the future.

Research conducted by the British Chartered Management Institute reveals that working at home will start booming, particularly as a result of technological advancements. Moreover, the new way of working will be based on the psychology of the professional. Werknemer 2.0 (Employee 2.0) is looking for meaning, wants to be flexible, doesn’t see the relevance of hierarchy and creates his own opportunities. Will companies adapt their recruitment sites in 2015 to these changing needs?

Trends for recruitment websites in 2015

In order to capitalize on the needs of professionals and the demands of ‘new’ applicants, websites will have to become Richer, more Realistic and more Relevant. What exactly do I mean by that?

Richer:

People visiting websites in 2015 are expecting an experience. Run-on text won’t give them any kind of relevant impression. They will want to see and feel what a company radiates. Think of photos and video, but think also of rich internet applications, interactive testimonials and illustrated games or tests.

More Realistic:

The messages on recruitment sites sometimes resemble propaganda or advertising. In 2015, applicants will be given authentic information. The images will be realistic as well. Stock material and overly commercial texts – this will all have disappeared, to make way for a personal and natural message.

More relevant:

In 2015, companies won’t be needlessly transmitting information anymore – rather they will be making their messages relevant for visitors. What is important for the new professional? The only way to discover that is to enter into dialogue (online as well) with them. Visitors will be able to establish contact, directly and indirectly, with a company’s employees, by means of chat, blogs or social networks, for example.

With a little imagination

Based on the three trends mentioned above – Richer, more Realistic and more Relevant – and with a little imagination, I envision the following improvements to recruitment sites in 2015.

Keep up with employees on Twitter

Different employees in a company will Twitter about their daily routine at work. Potential new colleagues will be able to keep up with their developments and see exactly what they do and what occupies them.

Authentic testimonials

Many companies feel it’s too expensive to have video testimonials produced. If they opt for these pricey, polished videos at all, then they are far and few between. In 2015, employees will shoot their own videos. They will be as realistic as possible, and one will be shot for each available position. And, of course, they will present visitors with the opportunity to respond immediately or to embed them in a relevant place.

Online selection

In his article entitled e-commerce trends voor 2009, Geert-Jan Smits talks with experts who indicate that self-service is going to become a significant trend. And a cost-efficient one! Therefore, in 2015 online selection will exist on recruitment sites. Applicants will go through a first application round by means of an online test before being invited for an interview. Companies will no longer concentrate on getting ‘as many online applications as possible’ but on getting ‘as many relevant responses as possible’.

User-generated content

Nowadays, every self-respecting web shop contains user-generated content: ‘tell a friend’, ‘evaluate your purchase’, ‘other people also bought’. In 2015, applicants on recruitment sites will have more insight into other visitors’ behaviour. They will be able to see how many people have looked at a vacancy and how many have actually applied. They will be asked to evaluate a vacancy that has been visited by means of a rating. And if they are hired, they will be able to share their experiences with others on the website.

In-depth information on your e-reader

Some job applicants not only want a great deal of information, but they also want in-depth information. They want to know every detail about employment conditions, training opportunities, the precise content of a position and how departments are set up. These long texts won’t be available in their entirety on the website, but they will be available to download onto e-readers. This will allow people to read up on the company in the train, for example, and prepare for their interview.

Create your own vacancy

New professionals won’t be responding to vacancies defined by the company in question. Rather, they will indicate what their abilities are and what they expect from a job by means of an online tool that creates the ideal vacancy for them. If a company finds it useful, an interview will follow.

Handy widgets

Of course, in 2015 many useful recruitment widgets or APIs will have been developed. Think, for example, of ‘track my application’, which will allow you to monitor the status of your application. Something for the iPhone’s successor, for example.

Refreshing application experience

And now for the finale: in 2015 applicants will no longer be surprised when directed to the application process from a pleasant recruitment site. User-unfriendly job application applications will be a thing of the past. The process will be organic, the experience on the recruitment site will continue seamlessly, allowing applicants to easily leave all their information behind. Or visitors will be able to choose themselves how to apply: by means of video or a referral to a LinkedIn profile or by using their digital identity (Identity 2.0).

In conclusion…

Of course, you may ask whether companies will even have corporate websites anymore in 2015. Undoubtedly, the focus is going to shift to a complete online landscape and social media. But let’s assume for now that recruitments websites will continue to perform an important recruitment function.

It must be possible to let recruitment sites meet the expectations of applicants. And not only in 2015, but right now. I would be curious to hear from you about your ideas, examples and best practices!

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