Predictions for Recruiting in 2016

Another year has come and gone, and most can’t help but look forward even as we reflect on the year behind us.

So what’s on the horizon for 2016 in the recruiting industry?

Among items like mobile, data protection, and retention, Jessica Miller-Merrell over at Blogging4Jobs also cites pre-candidate engagement:

“The CRM helps organize and automate our candidate engagement as the recruiting and hiring cycle is longer and more complex than even 2 years ago. Employers, especially those who are aggressively hiring in markets like tech, healthcare and finance, are focusing on the long tail relationship with candidates to make better hires and more quickly which is critical especially in this marketplace where all employers are competing for global talent versus who’s residing in their own backyard.”

At TheHiringSite, Sarah Brennan writes about the increasing level of importance we must place on candidates:

“Time-to-fill used to be a key metric for us in recruiting. Today we realize that an empty seat is less expensive than a bad hire. If you are looking to minimize the time positions stays open, start giving people information and access to what it is like to work there before they even apply. An authentic employment brand can go a long way toward helping someone decide if they want to work for your organization.”

Over on, Meghan Brown writes about Futurestep’s predictions for 2016, including more investment on recruiting to beat the competition:

“The trends indicate that recruiters and companies may increasingly look beyond the skills and background workers offer. Instead, they may focus on hiring people with motivations and traits that indicate they will be good to train on-the-job. […] many employers seem to be focusing less on hiring college graduates exclusively, and instead are evaluating workers on their prospective ability to perform in the future.”

Laurie Ruettimann’s predictions for HR in 2016 include throwing cold water on the idea of predictive assessments in hiring just yet:

“Predictive assessments are like that weird Sphero robot that the kids want for Christmas. Everyone wants one, but nobody has one. If you end up buying an assessment that bolts onto your ATS, know that you’re buying a knock-off product built on pseudo-science mixed with marketing.”

A long-tail approach in marketing to candidates, in order to improve employer brand and thus improve employee retention makes a lot of sense. Not just for corporate recruiting, but for recruitment companies, and even job boards.

With recruiters and companies finding heavy competition in vying for top talent, they are looking for additional tools to evaluate potential hires. It’s hard to suppress the buzz about predictive assessments and matchmaking, but taking wild promises with a grain of salt is a wise choice until they’ve been tested a bit more.

It seems to me that the bottom line of these predictions is the emphasis is on mutual education and understanding, between both candidate and recruiter. The candidate wants and needs to know what they’re getting into before they take a leap of faith and throw their careers into the hands of someone new. And the employer needs and wants to know what the candidate will be like in the midst of their job, before they risk their business, team dynamics, and salary budget on a stranger.

It’s a bad deal for either party if it doesn’t work out. So it sounds like doing one’s homework ahead of time – and making it easier for each other to do just that – is your best bet for recruiting success in 2016.

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