The world largest professional network LinkedIn has recently published their 5th report on global recruiting collected from 3,894 talent acquisition decision makers around the globe. In combination with other reports from well-known organizations, VMST figures out some recruiting trends that will dominate in 2016:
1. Social recruiting
2016 is likely to continue the growing trends of social recruiting, not only professional network LinkedIn but also such personal networks as Facebook, Twitter, Pinterest. According to a study by Reppler, 91% recruiters consider social media as an official factor for screening candidates. Both personal and corporate digital footprints need managing well to make you and your company stand out of the crowd in fierce talent war.
In addition, software and mobile platforms will play a more important role in recruiting. New functions of ATS/ CRM systems will be developed for both large organizations and SMEs. Mobile recruiting platforms are created for the sake of millennial generations who can hold smartphones 24/7 everywhere they go.
2. Employer branding
Employer branding is not a new term among HR professionals, but it is forecasted to become a long lasting trend or maybe the future of HR in the next decades. Apart from attracting and retaining top-notch talent, a strong employer brand will help the business gain a lot of benefits from high employee engagement and customer satisfaction as well.
A successful employer brand needs the key holding of C-level executives, HR and Marketing and the involvement of all stakeholders in the organization. It should be put into a strategy along with company brand and consumer brand in 2016 and the upcoming years.
3. Employee referrals
Never in recent years has relationship been the center of mostly trends as in 2016. Many researches and studies found that referrals have quicker time of hiring, better cultural fit, better performance and longer tenure. Employee referral program is one of three top sources of quality hires according to LinkedIn Global Recruiting 2016:
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In 2016, employee referral programs will need more improvement in leveraging candidate experience and current employee awareness of referral benefits. To have a successful employee referral program, company's perks need to communicate more effectively to current employees.
4. Anonymised recruiting
The lack of skilled candidates in high demand talent pools remains the No.1 top obstacle when attracting talent of 46% surveyed professionals. The year 2015 has observed a swell of anonymised recruitment, particularly in multinational organizations. HSBC, Deloitte, BBC, KPMG were some typical examples of organizations accepting name-blind policy in their recruitment process. Anonymised recruitment process creates more favorable conditions for candidates to reach their dream jobs by hiding non-work related information. It helps to recruit people with right skills more quickly, decrease discrimination in recruitment and boost diversity in organization.
With such benefits, anonymised recruiting will become a new wind blowing in 2016. Recruiters worldwide need to take this growing trend into account in the upcoming years.
5. The deeper integration of marketing in recruiting
HR in general and recruiting in particular can't stand alone in the more and more severe talent shortage across industries. To win the best talent, aligning marketing with recruiting is the inevitable approach in 2016 and the near future. All of above trends need the crucial role of marketing to make a successful hire.
Recruiters need to have a marketing mindset to evaluate the needs of recruitment, writing attractive and clear job descriptions, advertise jobs in right talent pools and treat candidates like customers.
6. Data-driven recruiting
Quality of hire and time to fill was respectively no. 1 and no. 2 in the most valuable metrics that talent acquisition decision makers use to track recruiting team' performance in both 2014 and 2015. 32% of HR professionals say employee retention is a top priority over the next 12 months (2016).
The development of high technology allows us to have analytics in every single stage of recruitment process. By analyzing data from tools, software, social media, industry reports and advertisement, recruiters can optimize recruiting more easily than ever. Be sure to track and measure your results of recruitment.
The year 2016 is coming soon with new opportunities and challenges opening in the world of work. Despite the panorama picture of global recruiting trends in 2016, it doesn't necessarily mean that you must adjust your firm's recruiting activities immediately. It's the new era of recruiting for us to break through in reinforcing and enhancing the importance of HR in the organization.
Read more at 6 Recruiting Trends Will Dominate in 2016
From Vietnam, Hanoi
241. Social recruiting
2016 is likely to continue the growing trends of social recruiting, not only professional network LinkedIn but also such personal networks as Facebook, Twitter, Pinterest. According to a study by Reppler, 91% recruiters consider social media as an official factor for screening candidates. Both personal and corporate digital footprints need managing well to make you and your company stand out of the crowd in fierce talent war.
In addition, software and mobile platforms will play a more important role in recruiting. New functions of ATS/ CRM systems will be developed for both large organizations and SMEs. Mobile recruiting platforms are created for the sake of millennial generations who can hold smartphones 24/7 everywhere they go.
2. Employer branding
Employer branding is not a new term among HR professionals, but it is forecasted to become a long lasting trend or maybe the future of HR in the next decades. Apart from attracting and retaining top-notch talent, a strong employer brand will help the business gain a lot of benefits from high employee engagement and customer satisfaction as well.
A successful employer brand needs the key holding of C-level executives, HR and Marketing and the involvement of all stakeholders in the organization. It should be put into a strategy along with company brand and consumer brand in 2016 and the upcoming years.
3. Employee referrals
Never in recent years has relationship been the center of mostly trends as in 2016. Many researches and studies found that referrals have quicker time of hiring, better cultural fit, better performance and longer tenure. Employee referral program is one of three top sources of quality hires according to LinkedIn Global Recruiting 2016:
<link outdate - home link added>
In 2016, employee referral programs will need more improvement in leveraging candidate experience and current employee awareness of referral benefits. To have a successful employee referral program, company's perks need to communicate more effectively to current employees.
4. Anonymised recruiting
The lack of skilled candidates in high demand talent pools remains the No.1 top obstacle when attracting talent of 46% surveyed professionals. The year 2015 has observed a swell of anonymised recruitment, particularly in multinational organizations. HSBC, Deloitte, BBC, KPMG were some typical examples of organizations accepting name-blind policy in their recruitment process. Anonymised recruitment process creates more favorable conditions for candidates to reach their dream jobs by hiding non-work related information. It helps to recruit people with right skills more quickly, decrease discrimination in recruitment and boost diversity in organization.
With such benefits, anonymised recruiting will become a new wind blowing in 2016. Recruiters worldwide need to take this growing trend into account in the upcoming years.
5. The deeper integration of marketing in recruiting
HR in general and recruiting in particular can't stand alone in the more and more severe talent shortage across industries. To win the best talent, aligning marketing with recruiting is the inevitable approach in 2016 and the near future. All of above trends need the crucial role of marketing to make a successful hire.
Recruiters need to have a marketing mindset to evaluate the needs of recruitment, writing attractive and clear job descriptions, advertise jobs in right talent pools and treat candidates like customers.
6. Data-driven recruiting
Quality of hire and time to fill was respectively no. 1 and no. 2 in the most valuable metrics that talent acquisition decision makers use to track recruiting team' performance in both 2014 and 2015. 32% of HR professionals say employee retention is a top priority over the next 12 months (2016).
The development of high technology allows us to have analytics in every single stage of recruitment process. By analyzing data from tools, software, social media, industry reports and advertisement, recruiters can optimize recruiting more easily than ever. Be sure to track and measure your results of recruitment.
The year 2016 is coming soon with new opportunities and challenges opening in the world of work. Despite the panorama picture of global recruiting trends in 2016, it doesn't necessarily mean that you must adjust your firm's recruiting activities immediately. It's the new era of recruiting for us to break through in reinforcing and enhancing the importance of HR in the organization.
Read more at 6 Recruiting Trends Will Dominate in 2016
From Vietnam, Hanoi
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