With an increasing number of graduates now leaving university with great degrees, it is becoming even more competitive to hire the best talent and get connected with the right people for your business. The hiring process can be tough and complex; however, it isn't just about candidates impressing you, but also about your company showing them why working with you is the right choice for them. Each year, there are changes in many of the recruiting trends that your competitors will be following, but also that you will be expected to adhere to by your HR managers and board members. A recent LinkedIn survey found that 56% of talent acquisition leaders will be looking to increase the number of people they hire during 2017, with sales roles coming in at top of the list of required roles. It's therefore crucial for recruiters to remain on top of their game, to ensure they're not missing out on the best new candidates and losing the huge potential they hold.
There are a number of recruiting trends showing themselves during 2017. Do you know what they are? Here are the top four hot recruiting trends rounded up for you:
Until now you may have been using an annual performance review system in your hiring and retention process. It can help you decide who ought to move forwards for a second interview, trial period or promotion. However, many established firms including Deloitte, Accenture and Adobe have all announced that they've ditched this way of working, and plenty of other companies are now following this path. Their decision to do this is due to the fact that the systems have often failed to provide companies with good results - some of this included a reduction in employee engagement and performance levels, neither of which are positive for a successful business.
Nowadays it's not just about hiring staff, but also retaining them and getting the most out of your talent. There are plenty of other businesses offering incentives to lure your staff away. But by being flexible to change, you can stay ahead of the crowd. Systems are changing and what may have once worked is now considered outdated. Companies are looking for alternatives that they can transition to. This may include HR teams starting to collect more data to re-design management structures; in turn, this may help to identify new job roles or requirements. Is yours going to be one of them that redevelops its review process?
Technology sits still for no one, and with such rapid developments, it was only been a matter of time before it entered the HR process. With many companies looking to make the hiring process more efficient, streamlined, faster and organised, technology has offered itself as the necessary answer. Whether it comes through automatic processing, voice commanded devices, language processing, or so forth, it has all started to play a part in recruiting. This may change interview techniques, how candidates are assessed for suitability and creating a short-list, or through work assessments.
These tools can also help in keeping detailed and accurate records about all those interviewed, meaning you can always revert back to previous candidates. When new jobs arise, you can more easily look back at your talent pool to assess candidates who may not have been right when you initially spoke with them. There are also various team management tools that can help you in managing your HR team, including Asana, Rallyteam and Slack. This can ensure you are being as efficient and cost-effective as possible in your recruiting process. In larger companies, this can be particularly useful.
When changes occur in legislation and law, as well as in the way society operates, there will always be differences in the types of workers being hired. Many recruiters are working hard to ensure they are interviewing a diverse range of people for each job role. In many sectors, it is a mandate and many companies are making it their focus. It can be crucial in gaining some of the most talented job seekers, who often consider diversity to be an important factor in where they work. Additionally, it was found that in 2015, typically the workforce in an average company included 54% traditional full-time workers, who were supported by 26% of workers that were either part-time or working remotely, and 20% who were classed as contingent workers. This includes interns, freelancers, and contractors.
It has been predicted in research that this will change in 2017, and traditional workers will fall to 47%, while those in the contingent group will increase to 25% and those working part-time or remotely will grow to 34%. It is important for HR teams to consider the differing ways in which people are working, and the expectations they will have as a result. With many staff not working full-time or in the office, it will also be crucial for companies to find ways of employees continuing to feel engaged and connected. Understanding what potential recruits are interested in and looking for when searching for jobs can ensure you find the right person for your business. To be successful is to meet, and exceed, expectations.
With changes to the ways in which people are working occurring each month, there are also new developments showing themselves in the types of skills required of potential recruits too. As such, there have been many changes in job descriptions and 2017 is marking itself as the year many businesses take stock of their staff and review exactly what it is that they require from them. In many cases, recruiters are looking for talent who have skills in multiple disciplines or can bring a number of different experiences to their role. This can help employers get more for their money with each staff member, and ensuring they're fulfilling more than one job role with one person.
Additionally, there's an increased need for staff to be savvy with social media, marketing and technology - and how all of this can impact a business. For example, if a website designer also understands how social media will drive traffic to a site, this can make them more employable. Likewise, if a graphic designer understands how publishers will market a book and what helps it to be picked up from a shelf, this can make them stand out against anyone else applying for the same role. There is much more of an impetus in 2017 for staff and new recruits alike to focus on developing their knowledge and spending time learning. This can help them to become multi-disciplinary employees.
It is important to 're-discover' talent that has perhaps slipped through the net previously. As you look to make your next hire, you should look through your candidate files and aim to reconnect with any previous candidates who you think might be suitable for the position. If you're not sure who we have matched you with before, get in touch and we will look to help you find those perfect job hunters. This can help you to match them to the right opportunities, and means they will have already been pre-screened. It can help you get the most out of the hiring process, ensuring you're always using your connections. These candidates will also have shown an interest in the past, meaning they're already interested in your company.
Felicia is an entrepreneurial startup enthusiast and content contributor towards software engineering and all things technical. Anything related to jobs, career, leadership or talent - chances are that she already covered it.