The world's 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 has identified some recruiting trends that will dominate in 2016:
1. Social recruiting
2016 is likely to continue the growing trend of social recruiting, not only on the professional network LinkedIn, but also on personal networks such as Facebook, Twitter, and Pinterest. According to a study by Reppler, 91% of recruiters consider social media an official factor for screening candidates. Both personal and corporate digital footprints need to be managed well to make you and your company stand out from the crowd in the 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 many benefits from high employee engagement and customer satisfaction as well.
A successful employer brand needs the key involvement of C-level executives, HR, Marketing, and all stakeholders in the organization. It should be incorporated into a strategy along with the company brand and consumer brand in 2016 and the upcoming years.
3. Employee referrals
Never in recent years has the relationship been at the center of most trends as in 2016. Many research and studies have found that referrals lead to quicker hiring times, better cultural fit, improved performance, and longer tenure. Employee referral programs are one of the top three sources of quality hires according to LinkedIn Global Recruiting 2016.
In 2016, employee referral programs will need more improvement in leveraging candidate experience and increasing current employee awareness of referral benefits. To have a successful employee referral program, a company's perks need to be communicated more effectively to current employees.
4. Anonymized recruiting
The lack of skilled candidates in high-demand talent pools remains the top obstacle when attracting talent, with 46% of surveyed professionals citing this issue. Anonymized recruitment has been observed to rise, particularly in multinational organizations. Companies like HSBC, Deloitte, BBC, and KPMG have implemented name-blind policies in their recruitment processes. Anonymized recruitment creates more favorable conditions for candidates to reach their dream jobs by hiding non-work-related information. It helps recruit people with the right skills more quickly, decreases discrimination in recruitment, and boosts diversity in organizations.
With such benefits, anonymized recruiting will become a new trend in 2016. Recruiters worldwide need to consider this growing trend in the upcoming years.
5. The deeper integration of marketing in recruiting
HR in general, and recruiting in particular, cannot stand alone in the increasingly severe talent shortage across industries. Aligning marketing with recruiting is the inevitable approach in 2016 and the near future. All the trends mentioned above require the crucial role of marketing to make successful hires.
Recruiters need to adopt a marketing mindset to evaluate the recruitment needs, write attractive and clear job descriptions, advertise jobs in the right talent pools, and treat candidates like customers.
6. Data-driven recruiting
Quality of hire and time to fill were respectively no. 1 and no. 2 in the most valuable metrics that talent acquisition decision-makers use to track the recruiting team's 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 at every single stage of the recruitment process. By analyzing data from tools, software, social media, industry reports, and advertisements, recruiters can optimize recruiting more easily than ever. Be sure to track and measure your recruitment results.
The year 2016 is approaching with new opportunities and challenges in the world of work. Despite the panoramic view of global recruiting trends in 2016, it does not necessarily mean that you must adjust your firm's recruiting activities immediately. It's a 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
261. Social recruiting
2016 is likely to continue the growing trend of social recruiting, not only on the professional network LinkedIn, but also on personal networks such as Facebook, Twitter, and Pinterest. According to a study by Reppler, 91% of recruiters consider social media an official factor for screening candidates. Both personal and corporate digital footprints need to be managed well to make you and your company stand out from the crowd in the 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 many benefits from high employee engagement and customer satisfaction as well.
A successful employer brand needs the key involvement of C-level executives, HR, Marketing, and all stakeholders in the organization. It should be incorporated into a strategy along with the company brand and consumer brand in 2016 and the upcoming years.
3. Employee referrals
Never in recent years has the relationship been at the center of most trends as in 2016. Many research and studies have found that referrals lead to quicker hiring times, better cultural fit, improved performance, and longer tenure. Employee referral programs are one of the top three sources of quality hires according to LinkedIn Global Recruiting 2016.
In 2016, employee referral programs will need more improvement in leveraging candidate experience and increasing current employee awareness of referral benefits. To have a successful employee referral program, a company's perks need to be communicated more effectively to current employees.
4. Anonymized recruiting
The lack of skilled candidates in high-demand talent pools remains the top obstacle when attracting talent, with 46% of surveyed professionals citing this issue. Anonymized recruitment has been observed to rise, particularly in multinational organizations. Companies like HSBC, Deloitte, BBC, and KPMG have implemented name-blind policies in their recruitment processes. Anonymized recruitment creates more favorable conditions for candidates to reach their dream jobs by hiding non-work-related information. It helps recruit people with the right skills more quickly, decreases discrimination in recruitment, and boosts diversity in organizations.
With such benefits, anonymized recruiting will become a new trend in 2016. Recruiters worldwide need to consider this growing trend in the upcoming years.
5. The deeper integration of marketing in recruiting
HR in general, and recruiting in particular, cannot stand alone in the increasingly severe talent shortage across industries. Aligning marketing with recruiting is the inevitable approach in 2016 and the near future. All the trends mentioned above require the crucial role of marketing to make successful hires.
Recruiters need to adopt a marketing mindset to evaluate the recruitment needs, write attractive and clear job descriptions, advertise jobs in the right talent pools, and treat candidates like customers.
6. Data-driven recruiting
Quality of hire and time to fill were respectively no. 1 and no. 2 in the most valuable metrics that talent acquisition decision-makers use to track the recruiting team's 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 at every single stage of the recruitment process. By analyzing data from tools, software, social media, industry reports, and advertisements, recruiters can optimize recruiting more easily than ever. Be sure to track and measure your recruitment results.
The year 2016 is approaching with new opportunities and challenges in the world of work. Despite the panoramic view of global recruiting trends in 2016, it does not necessarily mean that you must adjust your firm's recruiting activities immediately. It's a 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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