4 Trends in Recruiting for 2016

Posted by Tim Oyer, Vice President, Advanced RPO on January 9, 2016
Tim Oyer, Vice President, Advanced RPO

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The world of recruiting and talent acquisition is changing rapidly. How is your organization adapting? In this blog, Advanced RPO explores four key trends in recruiting that can impact how you are building your candidate pipeline and competing for the best and brightest talent.

Social Media - Social recruiting remains one of the hottest topics in the recruitment industry. Social recruiting can include posting jobs, creating targeted ads, researching candidates before meeting them, understanding candidate profiles and “candidate brands,” and nurturing social referrals.

Using social media to enhance your recruiting is critical for those companies who want to compete for talent. It is no longer optional. For instance, a recent study by LinkHumans shows that 76% of social job seekers found their current position through Facebook. 27% of survey participants shared a job opportunity they found with someone else they knew. 25% of participants provided an employee’s perspective on a company. Online reputation management directly impacts a company’s employer brand. 

Referrals – Referrals continue to be the preferred recruitment source for most employers. Your best employees can be your best recruiters as they build relationships, assess, and promote your company to potential candidates, many of which might be passive job seekers that you can’t find on your own. Many companies strive to have 30% or more of their new hires come from employee referrals. Trends in employee referral programs (ERPs) include linking social and mobile efforts, incorporating employer branding, enhanced reward systems, global referral capabilities, referral events, and more.

CRM: Candidate Relationship Management – Candidate Relationship Management means that candidates receive the right message at the right time. Smart organizations realize that relationships are built over the course of the recruiting lifecycle, not just at the sourcing and interviewing stage. CRM builds upon candidate experience (“CX”) and corporate culture to create engagement with targeted job seekers. Many recruiting teams are inspired by classic customer relationship management techniques that keep sales leads warm are foster repeat business/loyalty. CRM is particularly important when companies are attempting to recruit a pipeline of passive job seekers for their most important talent needs.

Mobile – Job search via mobile continues to grow in popularity and importance. Not only should your candidates be able to apply for a job directly from their mobile devices, a mobile platform should be considered for every area of your recruiting. Mobile should be one of the main ways you have for communicating with prospects/candidates, spreading your employer brand messages, viewing recruiting and job description videos, and pushing relevant open jobs to applicants when they are most interested. The most robust mobile strategies also include candidate skill assessment, scheduling and conducting interviews, generating referrals, and job offer acceptance. Your recruiters and hiring managers should have mobile functionality at their disposal, too, to approve job requisitions, post jobs, post videos, review resumes, schedule interviews, etc. Mobile offers speed and immediacy, and when you’re seeking the best possible talent, speed and immediacy can make all the difference

For more information about how Advanced RPO is on trend with the latest innovations in recruiting and talent acquisition, contact us here today.

Tags: Recruiting

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