LinkedIn’s 4th Annual Report 2015 Global Recruiting Trends explains that industry changes reflected in global recruiting trends include a shift in sourcing from internal hires and employee referrals to social networks as the preferred channel for promoting talent brand, and quality of hire as the most valuable recruiting metric. This is no surprise to The Recruiting Division. We keep a close eye on the latest recruiting trends and recruiting experts’ forecasts for best practices in recruiting and retention. Recruiting industry veteran Lou Adler has long been a proponent of quality of hire, and urges employers to measure it at the beginning of the recruiting process, not wait until after a candidate has been hired.
Factors Affecting Recruiting in 2015
Advancements in technology have disrupted traditional recruiting and made competitive advantage more important than ever to employers and recruiters. Social media has opened up access to work and business information for candidates and employers alike. Digital marketing enables employers to more easily and effectively target candidates with jobs and recruiting messages. Mobile devices including smart phones and tablets enable candidates to conduct job search research and application processes on the go. Big data and machine learning help employers to match their jobs with qualified candidates based on profile demographics, real-time feedback, and the most current, relevant data.
Workplace Expert Predictions
Millennial Branding founder, workplace expert, and best-selling author Dan Schwabel has a few predictions for 2015 recruiting trends. He predicts that passive candidates are no longer as passive because of mobile technology that lets them easily job search from anywhere, anytime. Schwabel feels this continuous job search will lead to an increase in job hopping that employers can only control with active and compelling employee engagement. He says employers will need to provide a superior work culture, engaging work opportunities, and perks to keep qualified employees who have access to other employers and job opportunities 24/7.
Schwabel advises employers to be prepared for an explosion in mobile hiring and mobile job search or get left behind in the recruiting race. With more than three quarters of job seekers using smart phones to search for their next or ideal jobs, mobile-friendly career sites are vital to a competitive advantage in recruiting. Mobile-optimized websites and mobile apps for applying will not be optional for recruiting. To compete for job seekers who are on a continuous job search, employers have to promote their opportunities where the candidates are.
Pay Attention to the Numbers
Career expert and HR Tech PR firm Come Recommended president Heather Huhman cites LinkedIn’s 2015 Global Recruiting Trends and the 2015 Association for Financial Professionals Business Outlook when she says employers will be hiring more in 2015. She says employers need to focus on retention because of an 80 percent interest in freelancing and a more than 50 percent rate of dissatisfaction with work. Huhman recommends improving the workplace, keeping top performers fulfilled, and forecasting turnover rates to counter turnover and increase retention.
Huhman reports that Michigan State University found that a little more than one third of employers plan to pay higher entry-level wages, and the Society for Human Resource Management (SHRM) found compensation is the most important factor in job satisfaction in the U.S. It will be very important for employers in 2015 to know the market value for qualified candidates and pay competitively.
With just over three million baby boomers turning 65 in 2015 according to the U.S. Census Bureau, Huhman says employers should be prepared to lose (and replace) valuable skills in the workforce. Training and motivating the millennials who will be moving up into retiring Baby Boomers’ roles has to be part of any workforce recruiting, retention, and development strategy.
Employers who are behind the curve on the newest recruiting practices need to step up their recruiting games and get on top of the trends. Staying on top of and preparing for recruiting trends in 2015 will help employers find and keep the qualified employees they need to take care of their customers, run their businesses, and grow their operations.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.