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Top 5 Recruitment Trends to watch out for in 2016

January 15,2016

What can be more significant in a fast developing world than keeping up with evolving trends? Many recruiting industries are so busy forgetting to set aside time to monitor or act on these essential emerging trends. Following trends makes recruiting industry accurate in their practices since. being first provides your firm with a competitive advantage that assists you to build your employer brand.

A point to also note is that once a recruiting practice becomes a trend, the opportunity to be first dissolves forever. Not keeping up with trends also means that you are using outdated practices which can only produce weaker results.

Finally, being aware of the growing trends keeps you from being stunned, and if you are mindful of these trends early enough, you will have enough time to plan on how best to handle them as they become more noticeable.

Trend 1- A significant change towards discovering talent becomes easier but selling talent becomes more difficult

With the growth in internet and social media, it is now likely to find virtually anyone who is qualified to do a job. Therefore, the most difficult phase of recruiting will be the “selling stages.” Applicants rated exceptional will be harder to sell because the creation of more jobs means more choices and competing offers and a drop in unemployment rate. In order to be effective, recruiters will have to develop much tougher selling skills in the areas of convincing prospects to apply, to come to multiple interviews and to accept your offers. Best practices to adopt in improving the selling skills of your recruiters are

  • Start by evaluating the sales skills of your recruiters, because in most cases, they are extremely weak.

  • Use the instinctive method to convince and adopt a scientific applicant inquiry approach.

  • Survey a model of recruiting targets in order to explicitly identify how they look for a job, where they look for a job, and what factors must be considered before they apply for and take up a job.

  • Inspect all your new hires during onboarding and ask them explicitly what arguments or sales methods were effective and which ones had no key impact. Then use that information to improve your selling approach.

Trend 2 – Audio-visual becomes projected in all recruiting emails

The use of video in job descriptions and job offers have a profound impact on selling candidates. Most Human Resource Managers find that videos are the best way to reveal the excitement and the passion that can be found at their firms, because of its high impact as well as grabbing attention and engaging. Best practices involving the use of videos. With the widespread accessibility of smartphones, hiring managers can now make modified recruiting videos to send to high-value applicants.

Trend 3 – Improve the selling skills of your job descriptions

Misleading job descriptions can increase new hire takings when they realize that the job styled in the out-of-date description is entirely different from the job that they discover on the first day. Many applicants who were originally interested will turn away after reading dull and poorly written job descriptions. They request an exciting job and they assume that the boring job description is accurate.

Best practices to adopt for increasing the selling skills of job description are:

  • Start by testing if your firm’s job descriptions are greater to the ones offered at competitive firms. Simply carry out a blind side-by-side test in order to find out how comparatively attractive your description is. Ask a sample of people in the field to rank the most exciting job descriptions for similar jobs. Use some of the terms from the most eye-catching descriptions.

  • Survey potential applicants to develop a list of the words that would definitely excite them about the job.

  • Video job descriptions involving the team often becomes quite popular because they disclose more excitement than any written job description can. Firms like Accenture Quickstop and Deloitte have all used them.

  • If you are re having difficulty finding diverse applicants, consider the approach Google tried, allowing a team of your own diverse employees to rewrite the job description so that it is friendlier to your target diversity group.

    Trend 4 — Concentrate on recruiting innovators

    employee experience

    The most innovative firms like Apple, Google, Amazon and Facebook produce a considerably higher workforce efficiency (i.e. returns per employee) than the average firms in the industry. This is majorly because they focus on hiring innovators, who produce at least 10 times better than the average worker in the same job. Innovators allow a firm to be top in the marketplace, which sharpens the product brand and produces high margins.

    Best practices to adopt for recruiting innovators are;

    • There is a tendency to lose innovators during the early stages of the interviewing process because they tend to be slightly arrogant. Train managers and recruiters not to sharply reject individuals because they snappishly answer interview questions with phrases like” I would certainly do it that way”. In addition, be aware that innovators want lots of freedom and the ability to take risks and to try new things. They also expect different things before they accept a new job,

    • Recommendations are the best way to classify and recruit additional innovators because innovators know other great innovators. Recruiters and employees can find the concepts and the work of innovator via the internet, blogs and slide sharing, video and picture sites, put together a process of classifying innovators within the volumes of resumes or LinkedIn profiles.

    Trend 5- Take a shift into a future-focused method to recruiting

    In business, it is often better to be equipped than to be shocked. Unfortunately, 100 percent of the current recruiting metrics are based on past methods rather than being progressive. It is highly advisable for Human Resource managers to shift to a future-focused approach in recruiting which may help their career as other firms will begin to view them as being strategic in planning ahead.

    Best practices to adopt in future focused recruitment are:

    • Directing workforce planning which helps you prepares for the future by knowing what amounts and type of talent your firm will need to meet business needs.

    • Proposing effective sequence of planning will help you occupy your leadership openings with well-prepared inner candidates.

    Predicting a possible turnover and then notifying your managers before an important employee becomes serious about quitting, this can improve retention. Notifying hiring managers to the fact that a great talent on the job market can improve recruiting results. By means of predictive metrics, you can prepare for next year. Predictive metrics make you aware of the acceptance rates, the quality and number of requests that the firm is likely to get in the future