A Look Back at Some of the Biggest Recruiting Trends of 2016

During 2016 there was a continued shift in the balance of power from employer to the candidate. It has also seen a ‘war of talent’ in key sectors. Employers from most sectors reported a worrying lack of quality candidates for current vacancies and 2016 was a challenging year from a candidate attraction and recruitment point of view.

This article outlines key recruitment trends which we’ve seen happening in 2016 – and suggests key actions that companies can take to ensure they win the battle for talent to keep their businesses alive in the coming years.

1. It’s all about being Digital and Mobile

Today an increasing percentage of the candidate pool are ‘net natives’ who are wedded to mobile technology and social media; 90% of them checking their smartphones before they even get out of bed in the morning. According to a research, 86% of job hunters use a mobile device as their primary search tool and it is estimated that 70% of candidates want to apply for jobs using their mobiles; with 55% wanting to be able to submit their CV via their mobile devices. Résumés are now be displaced by constantly evolving representations of individual experiences, skills, and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies have given tremendous insight into individual job seekers as their primary screening method. To keep up with these trends, companies have now moved towards a digital hiring model.

2. Employer Branding as a Key Selling Point

Candidates’ are acquiring more knowledge about employers because information is increasingly more readily available and accessible. The new environment has created an information avalanche, whereby candidates are empowered to consider many more employers than ever before. Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping. Here, identifying and broadcasting the employer’s differentiating factor is very crucial, and conveying the employer’s culture beyond the office is critical to employer brand fulfillment.

3. Focus on Passive Candidates

Approximately 75% of global candidates are considered passive job seekers. These people are employed, and not actively looking for new opportunities. If the majority of the workforce falls into the passive category, it’s safe to assume the majority of top quality hires are passive, too. Recruiting passive candidates can be hard. Talent acquisition leaders have to make an extra effort not only to identify quality passive candidates but also to reach out to them and establish a connection. If you aren’t doing this already, look for candidates through their social media profiles and anywhere else they have a web presence, since today’s professionals expect employers to search for them and take their online branding and positioning very seriously. If a passive candidate is identified as a quality hire to your company, it’s time to get proactive and treat them like a potential buyer, which means you’ve got to be in the right place at the right time. Plus, recruiters have to be equipped with the skills to convert casual lookers into something more if given the opportunity.

4. Use of Data Analytics

The use of social networks and other digital profiles as candidate search tools has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research could end up taking hiring managers away from their most important task: actually hiring. Big data, the hottest addition to the corporate lexicon, has moved across the business spectrum into the world of hiring and talent management. For more and more companies, the hiring boss is an algorithm or a set of analytic tools. Employers must select the right tools to be able to ask better questions when hiring. Choosing the right data tool is like choosing the right social media platform; employers need to know what works best for accomplishing their specific goals. If an analysis of current efforts revealed that a posting wasn’t resulting in enough qualified applicants, the employer could adjust the hiring strategy accordingly, using insights provided by a job board such as choosing a better day to post or different keywords. In the coming years, data analytics may even help recruiters discover which passive candidates are better to approach.

If you think there’s more to this trend, please share how you think about it in the comments below.

Author: SapienHR

Every recruitment company has its own speciality. Ours is sourcing and we’re passionate about how we solve technology recruitment challenges by securing rockstar talent for fast growing, emergent and disruptive technology companies. At SapienHR, we provide talent sourcing at the speed of automation. Recruiting is #1 on every company’s list. Being an employer, we all have gone through the pains of recruitment. Consultants, online portals, referrals, campus recruitment etc remained to be the resort for companies. Even though demand for quality candidates reached all time high, supply succumbed to the pains of recruitment. The thing that struck us was that these folks needed help implementing best practices and scaling them quickly. This has led to the launch of SapienHR. SapienHR uses proprietary software combined with expert human sourcing to find and engage the highest potential candidates, sending interested responses directly to recruiter’s inbox, saving you hours of time.We get a real kick out of utilising our network & technology to identify, pursue and secure the very best candidates out there.

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