3 Recruiting Trends for 2016

Employers aiming to increase head count will be tasked with differentiating themselves from the competition in order to win talent. Experts predict many of the recruiting trends prevalent last year—branding, maximizing talent analytics, repairing the candidate experience and leveraging untapped sources of hire—will continue to resonate in 2016.

“As the employment market continues to tighten, it will become increasingly difficult for employers to find the quality, skilled candidates to meet their needs,” said Joanie Courtney, senior vice president, global market insights at job site Monster. “Attracting and retaining talent will remain a challenge as top candidates experience an increase of competitive job offers, along with better salaries and opportunities.”

Companies will take an even more strategic approach to talent acquisition, “becoming increasingly inventive to attract and retain valuable candidates,” said Byrne Mulrooney, CEO of Futurestep, a Korn Ferry company specializing in recruitment process outsourcing. “While 2015 indicated the start of this thoughtful attitude to hiring, we expect this approach to pay off” this year, he said.

FOCUS ON EMPLOYER BRANDING

Job seekers today are more sophisticated then any other time in recruitment history. Simple to use, in your hand apps, like Monster.com, allow today’s job seeker the opportunity to be in the driver seat. Social media has evolved and employer-brand-focused sites like Glassdoor place a heavier focus on employers establishing and developing their brand’s value proposition. While, yes, it’s true that candidates want to learn as much as possible about the job they’re applying for, other top searches are the company’s culture and corporate values. Having a strong culture in today’s competitive recruitment landscape is imperative. We recommend that you put your best foot forward. Know who you are as an organization and what kind of candidates you want to attract to your organization. Personality profiles and existing exit interviews data should help you discover who the perfect candidate might be.

USE OF TALENT ANALYTICS WILL INCREASE

Analyzing and curating data to measure and improve hiring will become more prevalent in 2016. We are training our clients to move away from traditional recruitment methods dominated by instinct and begin to master the ability of turning everyday data into recruiting intelligence. It’s important for HR and recruiting leaders to seek better ways to access data and develop true insights about future and current employees.

Companies that will find success in recruitment are going beyond simply reviewing basic operational measurements like time-to-fill, cost-per-hire and source-of-hire, and are instead hiring full-time analysts to mine for more in-depth talent metrics. Some are even using data to analyze competitor talent pools to find candidates with the right skills and potential to join the organization, and are examining data on whether full-time or part-time employees bring the highest ROI.

I know many HR managers won’t want to hear this, but the reality is HR has gotten a pass on lacing analytics because it’s a “people person” job or the technology to do it wasn’t affordable. Welp, in 2016 neither are valid.

HR WILL LOOK TO ENHANCE CANDIDIATE EXPERIENCE

We are training our clients to review their recruitment process to ensure candidates can easily find and apply for open positions. Through workshop exercises our clients participate in role-play, experiencing the employer brand from start to hire through 90 days pass their probation period. In the workshop our clients discover deficiencies in the experience and develop creative solutions to enhance it. By allowing our clients to develop the solutions they take a leadership role in managing the experience moving forward.

Each and every candidate touchpoint is vital to the overall experience. The online application experience, each interaction with the scheduler, the preparedness of the interviewers, the turnaround time in communicating with candidates, the way an offer is delivered – all reflects on the employer. It is our passion to ensure the employer brand maintains a high candidate perception. In 2016, with technology where it is, and frequency of stars updates across other social aspects of candidates lives, HR teams will need to step up their game to seamlessly slide right into the natural flow. Candidates today expect text messages and regular status updates. They want actionable feedback. If you can’t provide that, you’re already behind in the game. If a candidate doesn’t get the job, you should go beyond and offer them four or five ways he or she can improve and potentially land it next time.

So, there it is, the top recruiting trends for 2016. We’re already half way through the year … what are you doing to enhance your recruiting practices?