You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome to the player matchmakers where I’m, he’s trying to find ways to make value for job seekers and employers and this particular podcast is called recruiter trends. That is going to impact the 2020 job hunt. This particular podcast is going to be strictly geared towards employees looking to try to find their next job or career path, which I believe is a great idea for someone who is tr. If you feel like you’re underemployed, these jobs, this podcast might be helpful for you because it’s going to be different things. We’re going to be talking about different things that are, that are coming up, uh, to be watching out for. But I do believe that because the economy is the way that it is right now, which is very, very good. It’s a great opportunity for someone who is underemployed or who wants to get into a new career. A field right now is the time because there’s such a shortage of employees in the market, especially for specific skills that many employers are willing to take a chance on a promise or, um, what, what people see potential in our OKC Medical Staffing.
And so they’ll hire for potential rather than the pedigree that is in someone’s resume. So, um, I just want to take a look at this particular topic and see if we can’t add value to some of the job seekers out there. Um, and so I’m going to go ahead and get started. Recruiter trends that are, that’s going to impact the 2020 job hunt are interesting. The ways that recruiters and managers identify and recruit and hire talent are always evolving and it’s not going to stop and it’s going to be quicker and quicker with our OKC Medical Staffing. It’s interesting reading all of the material that I’m reading because we are a recruiting company. We’re a, we’re a staffing firm that staffs in the healthcare field, in business and accounting and then also in the industrial arena. And because of our wide exposure to so many different, um, opportunities of staffing for companies, um, we’re always trying to find the different things, uh, in recruiting trends that are happening in.
Man, let me tell you something and I’m going to go over it in this next podcast. The new recruiting trends that are being talked about are really interesting with using, um, data bots and, uh, some spy bots and chatbots to get in front of people. My concern is that it’s going to irritate a lot of employers and employees, but we’ll, we’ll talk about that later. But the good news is, is that about your job hunt is most of these recruiting changes. Um, they’re going to benefit job hunters, um, but they still may require you as the job seeker to tweak your habits and your approach. And so what we wanted to do is provide, um, some of the newest trends for you to take a look at and just think and consider and have them in the back of your head. Because, um, you know, you have to change with the changes, um, and be ahead of them rather than behind them with quality OKC Medical Staffing.
So the very first thing is the candidate’s experience is paramount. Now, this should not be alarming to the job seeker. This should be very, very empowering to the job seeker and exciting. And let me tell you why. Because employers are not going to ignore you. Like sometimes they do in a, in an employer’s market. And let me tell you as a staffing firm here in Tulsa and Oklahoma City, it is, so we experienced that just as much or more as the job seeker does. Let me give you an example. So we’ve got a client that hire that interviews two or three of our candidates in. Then we’ve got radio silence. We’re not hearing anything. Just a minute ago, I just texted one of the employers that have given me radio silence. They say that they want someone, they want us to go find someone.
They’ve interviewed people and now they’re not giving us any feedback. Well, those days are going to be long gone because there are so many opportunities that if an employer decides to do that, they will lose their candidates. But employees, employers in recruiting firms like ours at Trinity, if we’re serious about attracting and hiring the best and the brightest, we have to be committed to providing the candidates with the very best experience and it’s clear what candidates want. I know that’s what I wanted when I was searching for a job, a shorter and more transparent hiring process. This anticipation thing that I used to experience when I would go and interview for a place is going to be a thing of the past, but a great example of it is just how long does it take for you to apply for a job on the, on your website and then our people or our, is your website responsive or is the, is the company’s website responsive?
The best organizations are going to listen to the feedback that employees are giving and they’re going to make a concerted effort to optimize the recruiting process. So that should see, that should show you a much more fluid way of applying. So it’s going to be so much. So I think that it’s almost going to be a red flag if one of the companies that you’re working with, they don’t set clear expectations and they don’t have a good fluid process going. Um, I think that you’re going to see that and start experiencing that. So the good thing for you as an employee is you don’t have to settle. You can think twice about applying with a company or, or a recruiting firm for that, for that matter. That doesn’t have a clearly defined hiring process. It’s, it’s one of the, it’s one of the biggest things that great companies are going to be doing.
Let’s move one to the next, one. Greater flexibility on how work gets done. Um, given the fundamental changes in the workforce and increasing increasingly difficult difficulty in finding candidates, the right candidates, high-quality candidates, managers are going to be willing to consider a broader range of talent to get the work done. Um, and so hiring managers, they’re not going to care as much about it in a person’s employment status. In 2020, uh, said in this article that I’m referencing large Schmidt, I’m the founder of amplifying talent. They will be willing to fund, uh, to hire full time working contracting pro project managers, freelancers. A lot of tech companies are going to be moving to this and I think we’re going to see it more so in the VMs and MSP programs of the medical field as well. But if you’re interested in working for a specific company or industry or project, don’t worry so much about the employment status listed on the job posting because people are going to be a lot more open than they were before with our OKC Medical Staffing.
Here’s something very interesting. It’s not my next point. And that is keyword density is dying. So T technology professionals or any kind of professional who wants to stay in, in the, in the, on the radar, they’re going to need to use two different sets of tactics to make sure that recruiters find them. You must learn the algorithms of all of these websites. So you can be found is because using keyword searches in a prior experience to identify suitable candidates, it’s slowly becoming a thing in the past and those technologies are being replaced by AI, artificial intelligence and AI is going to be using algorithms that combine data points and keywords is going to be important for that. And it’s going to be, it’s going to be bringing all of these together from a variety of resources to proactively identify possible candidates that might have an interest and the ability to fill a particular row. Now what this is going to do, this is going to irritate the fire out of employees because they’re not going to be talking to somebody. They’re going to be talking to a robot. So the new search tools, they go way beyond the components of a resume and other application materials, um, for example, these automatic platforms, they can analyze a candidate’s online presence and discover what our OKC Medical Staffing is all about.
if they’re active online is, are the things that they’re talking about online relevant and it’s going to be able to hone in on potential candidates. I just think that it’s going to be done. Just like, um, you know, we get, we get hit up for sales all the time robotically on our cell phones and they automatically dial us. All right? We turn that off so quickly. The same thing happened with LinkedIn where everyone was trying to um, hit you up for, I’ve got a new opportunity for you. It’s going to do the same thing. It’ll work for a short time. Um, but you can take advantage of it when you, when you, uh, when you can, the last thing is is people are going to be putting potential over your pedigree. So they’re going to be looking at potential rather than looking on your resume and going, okay, they are perfectly a fit for this position with our OKC Medical Staffing.
Whereas employers were able to do that before and that’s what they wanted to do. But a lot of data and, and um, just overall conventional wisdom has shown that giving someone with potential in hiring for potential is not a bad idea and you’re going to see that happen more and more and more in the economy that we have where it is an employee’s market. Listen, if Trinity can help you with your job search, we are one of the top recruiting firms in Tulsa. We’re rated in the top 10 in the Tulsa and Oklahoma City area by Yelp and, um, various groups that we never even knew were judging us. So please go on and read about Trinity and we would love to be a resource for you. You can give us a call at 918-622-2588 or you can visit us online at trinityemployment.com.