Global Recruiting Trends 2016

Linkedln’s Global Recruiting Trends report emphasized 4 trends that influence the most: quality of hire, referral programs, employee retention, employer brand.

Quality of hire

Experts to find out the quality of hire use such factors: new employee efficiency at work, holding staff and HR-manager satisfaction.

Design your team with the client in mind. Experts predict that companies will be more focused on the customers’ needs and will adjust entire workforce for them, to fit their expectations.

Recruiting intelligence

Analyze talent analytics to improve recruiting intelligence and search new ideas for the interview. It may demand full-time analytic experts for in-depth insights about useful recruiting strategies. Look deeply to select the best candidate.

Companies launch new recruiting solutions using appropriate platforms. Artificial intelligence will help to analyze big data: automated screening and sourcing. There is Connectifier, a system applying data analytics to create online profiles of people who search or not a job now. SpringRole will be a helpful tool as well which matches company’s requirements with candidate’s skills. Researchers say that algorithms overcome human sourcing by 25%.

On the other hand, the program may eliminate high-skilled candidate with different terminology that system didn’t recognize.

New ways for sourcing

According to less of appropriate candidates, companies decided to pick up employees from other, close to their fields or develop talent internally. Also, recruiters incline to decision hire a person with high-level of motivations and personality that fits company interests.

Employers ready to train new staff from different professions. Some candidates switch their specialties this way or graduates increase their skills.

Also, recruiters started to pay attention to keeping a touch with a candidate during all application process.

The first impressions matter thus motivates candidates with values that they have and be open to the deep and truly answers.

Mobile recruiting

Candidates spend much time hunting the job vacancy from the mobile phone. It demands to improve career websites apps for the comfortable opportunity to edit, upload and link.

Nowadays many companies make online career fairs and webinars to engage new staff.

Referral programs

The cheapest and the fastest way to find the new staff are referrals. It is good opportunity to enable all staff for sourcing new candidate. There is more likely that this person will fit company’s culture and will have good communicating at the workplace.

A referred candidate simplifies sourcing process to only an interview without a job posting and resumes screening. Researches show that referred employee and the person that has referred work longer in the company.

Researches show that referred employee and the person that has referred work longer in the company

It is important to create HR referral program to engage your staff be your company promoters to attract new strong employees. Let them use their connections.

Candidates appreciate feedback with arguments if they don’t fit the role. Write how to improve their skills to apply in the future and to provide referral to another candidate.

Engage people to refer by rewarding when the candidate was hired. To launch succeed referral programs communicate with people in a timely manner: give feedback or answers in 24–72 hours.

Encourage your customers, stakeholders to participate and allow anybody to take part in the advancement. Be sure to provide some direction to your first wave of referrals and check if they have a clear vision about what person with what skill you need.

Well-planned action from the strategy can spread fast and widely. Use data about satisfied employees and reasons why they like their job.

Employee retention

Increase efforts to retain talents.

Use data about satisfied employees and reasons why they like their job.
Internal hiring

Sometimes recruiters switch employee position or invite the certain person who already works at the company in a position to get a better result and to increase work efficiency.

That’s why HR-manager has to have strong relationships with a workforce to see how to move a right person in a right place according to their talents and ambitions. Experts advise enabling your staff to grow and succeed.

Develop talent internally

When you develop talents internally, you need a shorter time to productivity to lower staffing costs and you keep them motivated. New role may be a benefit for the persons or possibility to realize potential.

Engage

When you hired the appropriate person you need to engage employee by creating a vision about company mission and goals. Show cohesive team that is ready to help and advice. Build a collaborative climate in the company.

Candidate expectations

  • Number of remote employees grew 6.5%, permanent work at home enhanced by 103% from 2005.
  • Most companies adjusted workspace according to employees mobility.
  • 90% of the US staff want to telework, maybe part-time.
Employer brand

Building a strong base of brand advocacy is important to keep your brand at the top of people’s mind.

Employer branding

Candidates became more sophisticated job seekers and try to find the more information about the company that they can. They search reviews from the staff about the employer. That’s why spend some time to figure out if this information exists in the internet pool and these reviews objectivity. You may ask a website’s moderator to delete false information.

It will be helpful to place in the internet area (social media, website) photos and videos to show company culture, events, benefits (such as gym and so on) and great corporate life.

Companies use social media and professional networks to create an employer brand. A marketing department is a great tool for this goal as well.

Entire digital channels will be helpful tools: company website and so on.

To get young professional on board use social networks but it has many difficulties: rivalry, the level of the salary, PR-company your brand and location. That’s why invest money, time in the reputation that will bring you many talented and high-skilled employees. Entire digital channels will be helpful tools: company website and so on.

Promote your brand to the target group of people to get a better result. Describe employer value proposition: unique offerings that are valuable to top talent. After brand promotion checks the result to identify the most effective techniques.

The power of relationships

Each contact may bring you strong employee according to the word of mouth principle. Also, you need to source passive candidate to reach ready for exploring list.

Difficulties

50% hiring fail caused by less competitive salary, 38% by competition, 26% by the lack of information about the company, 24% by job location.

Conclusion

Experts to find out the quality of hire use such factors: new employee efficiency at work, holding staff and HR-manager satisfaction. To increase quality companies use artificial intelligence and involve employees from other fields. Many companies make online career fairs and webinars to engage new staff.

Companies will be more focused on the customers’ needs and will adjust entire workforce for them, to fit their expectations.

The cheapest and the fastest way to find the new staff are referrals. Researches show that referred employee and the person that has referred work longer in the company.

Increase efforts to retain talents and build a strong base of brand advocacy to keep your brand at the top of people’s mind.

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