Technology and Human Nature Share The Global Recruitment StageFinding, hiring and retaining top talent is crucial to the success of any business. The competition for professionals in high-demand sectors is fierce, meaning jobs need to be marketed — not just offered — to the right talent. And even if you find the perfect person for the job, and you’re able to meet her salary and flex work and benefits expectations, you’ll also need to ensure your employer brand is transparent and enticing, your workforce engaged, and overall employee word-of-mouth on social media is positive. We’ve turned to the experts to tell us how global recruiting trends will change in the upcoming year and going forward from there. While technology continues to play a big role, so do things that make us human in the first place — like gossip, our subconscious, and the importance of relationships.
A Breakdown of Hiring Trends for 2016
The Value Being BlindThere are 3 upcoming recruiting trends to be on the look-out for, Andrew Rusnak writes for RealMatch. They are:
- that the candidate experience is becoming increasingly important;
- that automated keyword systems used to streamline relevant resumes don’t seem to be working all that well; and
- that the ability to work remotely is an increasingly expected perk.
- the machine’s candidates tended to stay 15 percent longer than those selected by humans, and
- hiring managers who ignored the machine’s recommendations hired less-qualified applicants.
Checkout the Global Recruitment Trends of 2016
Employee ExpectationsCompanies recruiting in 2016 should keep an eye on an American trend in which 25% of the US workforce “teleworks” with some frequency, according to Global Workplace Analytics. Further notes of interest include:
- 50% of the US workforce holds a job that is compatible with at least partial telework.
- 80% to 90% of the US workforce says they would like to telework at least part time.
- 3.7 million employees (2.5% of the workforce) now work from home at least half the time.
- Fortune 1000 companies around the globe are entirely revamping their space around the fact that employees are already mobile. Studies repeatedly show they are not at their desk 50–60% of the time.
- Regular work-at-home, among the non-self-employed population, has grown by 103% since 2005 and 6.5% in 2014. This represents the largest year-over-year increase since before the recession.
- The employee population as a whole grew by 1.8% from 2013 to 2014, while employees who telecommute grew 6.5%.
- Finding better ways to attract talent in high-demand sectors, and offering packages enticing enough to onboard them. Nearly half of the talent acquisition decision makers have difficulty finding candidates, almost as many are unable to meet compensation demands, and close to 40% struggle with other firms competing for the same talent.
- Sites such as LinkedIn will become increasingly important in finding talent. More than 40% of businesses surveyed are already sourcing from social professional networks and Internet job boards, and some 30% find employee referral programs useful, as well.
- The effort to create an effective employer brand identity will continue, with more than half of those surveyed recognising that a strong employer brand is effective in attracting top talent. Branding tools range from social media and professional networks to the corporate website itself, a trend also expected to continue and grow.
- Employee retention will be another 2016 recruiting priority, as confirmed by one-third of the survey respondents. In fact, nearly half the businesses in the survey said they use retention statistics to evaluate the quality of hires.
A Closer Look at Employee ReferralsSabrina Baker, CEO at Acacia HR Solutions, calls employee referrals a gold standard recruiting practice, especially for small businesses. In fact, she is very specific about the size of the company that would benefit most: A “business with less than 200 employees, limited budgets and very few resources.” In order to be successful, Baker writes, the employee referral plan needs two things:
- Definitions of how the plan works and “what types of employees well in the business”; and
- Frequent reminders for employees.