To accurately influence business choices, it is imperative to realize where the industry is going. Unfortunately, many in recruiting are so busy that they forget to set aside time to act or follow on these crucial emerging trends.
In this article. Let’s cover 11 hiring trends of 2016 that will keep you from being surprised, and if you are aware of these drifts early enough, you will have substantial time to plan on how to manage them best as they sooner or later get more noticeable.
Keep an Eye on These 11 Recruiting Trends of 2016
1. Reallocating to data-driven decision-making in recruiting
Best Practices of a Data-driven decision model:
– Data will uncover which sources brings quality hires and applicants.
– It will also help you underscore one single factor that has the highest influence on your hiring success.
2. Implement progressive methodology to recruiting
Best Practices for becoming futuristic:
– Fill your leadership openings with well-groomed internal candidates with the support of Effective Succession Planning.
– To meet the business requirements conduct a detailed workforce planning that helps you to prepare what types and amount of talent your organization will need.
3. The referral will become 50% of all hiring … so try not to go wrong
Best practices to make most out of your referral program:
– Design an educational referral toolkit, which offers advice on how to build better work relationships, delivers sample social media profiles and effectively evaluate potential referrals.
– Motivate your employees to put the organization first, and “hire for the team”, instead focusing on the monetary incentives.
4. Pay attention to recruiting innovators
Best practices to invest in hiring innovators:
– Referrals are the best ways to recognize and hire new innovators because innovators know other great innovators.
– Develop a systematic approach to identify the innovators within the large volumes of LinkedIn profiles or resumes.
5. Evaluate “quality of hire” data to predict on-the-job success
Best practices to analyses job performance data of new hires:
– Make efficient use of mathematical correlation formulas to identify which recruiters, selection criteria and sources have highest projected value in recognizing new hires who will surpass the average performance benchmark.
– Count your high quality “missed hire”, who applied but that you never landed will help you evaluate the loss to the business or ROI in recruiting efforts.
6. Add Unique Selling Preposition to your Job Descriptions
Best Practices to enhance the selling proficiency of your job descriptions:
– First, assess whether your organization’s job description is superior to competition.
– Today, video job descriptions involving the team are becoming popular in attracting the potential candidates. Biggest brands like, Accenture, Quickstop and Deloitte have implemented them.
7. Speed up your hiring rate without compromising on quality
Best practices to lessen your hiring time:
– First, identify the redundant delays in the hiring process and show those instigating the delay the effect it has on the quality of the hire.
– Prioritize the recruiting for candidates and jobs that necessitate speed to land the best talent onboard.
8. Videos turn out to be high-flying factor in all recruiting messaging
Best practices embracing use of videos:
– The great readiness of smart devices, hiring managers and recruiters can now make personalized recruiting videos send to highly-appraised prospective candidates.
– For instance, technical videos on “How to” topics posted on YouTube have proven to be a great attraction tool. Placing recruitment ads on social channels have a profound impact on selling candidates.
9. The invincible development of Mobile Technology
Best practices to leverage the recruiting tasks to the smart devices:
– Make it reasonable for candidates to affirm your offers directly on their mobile devices
– The mobile optimized career sites empower candidates to complete a job application easily & quickly. This will automatically reduce the drop-off application rates and create a better resume database.
10. Blind interviewing and anonymous Resume Screening
Best practices in veiling inapt information:
– Accessing more of irrelevant information on resumes can bring an opportunity to be biased. Background information of candidate like, grades, address, name or school that has no upheld to be valid interpreters of new hire success can be eliminated from the resumes that are accessible to hiring managers.
– Using more of a telephonic interview can substantially reduce the visual biases as candidate is not visible to the hiring manager.
11. Rigorously calculate the cost results from bad hire
Best practices to enhance the candidate experience:
– Conduct a simple survey on a sample of new hires and past applicants to pinpoint what they did not like about your hiring process.
– Intermittently, track damaging social media comments and reviews about your interviews on websites like Glassdoor.com and other similar sites.
Certainly, it is easy to read about the trends but few in recruiting follow up to formulate for even one of these imminent developments. When it concerns adapting Recruiting Trends then no one-size-fits-all because every organization is different.
Implementing these trends will make a substantial difference in the success and effectiveness of your recruiting programs.