The field of recruitment is constantly changing to evolve with the latest demand in the workforce and the talent that’s available.
As a recruiter, there are a tremendous number of opportunities to change the game and use the trends to your advantage this year.
We know you’re still catching up from 2016. We all are!
Last year was a big one in terms of big changes in all industries, especially in the political, technological, and economic arenas. It was a challenge for even the most seasoned recruitment professional to keep up and predict what this year was going to bring.
Now that a few things have settled down and the big changes of 2016 have been implemented, it’s a bit less of a challenge for the market to know where it stands and to look forward to big successes.
It’s a great year so far for recruiters across the board and it’s about to get even better for those with an open mind.
Here are 8 recruitment trends to be aware of in 2017 that will impact the way you do business —
1. The Millennial Factor
More than a third of the workforce is now comprised of millennials. Within the last couple of years, they’ve finally surpassed the number of baby boomers and those individuals belonging to the Generation X category across all industries across the globe.
We definitely saw it coming, but what does this mean for the workforce and recruiters?
Like it or not, this generation is the generation that is shaping the current professional landscape.
There’s a lot to understand about this promising millennial demographic and they can bring a lot to the table in terms of skillset.
Here are some key factors to consider —
- They Are The Digital Media Generation – Sure, we’re all using social media these days, but they still have the edge. The fact that they grew up using social media and technology puts them at an advantage in terms of filling these types of important job roles within companies of all types.
- They Crave Work/Life Balance – Unlike older generations, millennials crave more than just a paycheck — they want freedom as well. In fact, they value it above all other factors when choosing a job. Here’s the reality — it’s attainable for them.
- They’re Ambitious – They’re always looking forward to new technology and new ways to solve problems. They want to work hard and be innovative, never settling for good enough.
Millennials are interested in doing what they’re good at and they’re not afraid to try some new things. As a recruitment professional, it’s worth it to get to know them.
They’re the majority of the workforce now and that’s not changing anytime soon.
2. Candidate Coaching Is Essential For Quality Recruitment
As a recruiter, you’re well aware that you can’t just skim over a resume and find the perfect job for anyone. Sometimes you have to shine them up to become the bright pennies the workforce is looking for with candidate coaching.
Today’s market demands that candidates reach their potential in order to be considered for a company. However, they need help.
As a recruitment professional, you also have to be a career coach in ways that weren’t demanded of you in previous years.
If you don’t focus on candidate coaching in your recruitment tactics, you’re losing your best talent straight off the bat. Here are some of the areas that are worth it to focus on:
- Educate the candidate about the company culture and encourage them to do their own research.
- Emphasize how important it is for them to show up on time.
- Remind them of their most marketable qualities and give them tips on how to highlight them during the interview process.
By ramping up your own coaching skills, you’re opening more doors up for yourself and the people you’re coaching. The better they interview, the more likely companies are going to turn to you for talent.
3. Diversity Matters Now More Than Ever
According to the Entelo Recruiting Trends Report, 67.4% of talent acquisition pros report management supports workplace diversity. The same report found that large corporations are currently outpacing smaller organizations in terms of having diversity programs in place.
Diversity programs are not just a best practice — they’re crucial to the success of a company and the happiness of their employees. Companies are not shying away from them or reluctantly putting them in place anymore. They want to make diversity a priority.
Employers want people from different backgrounds and regions and value diversity as an asset in 2017. A diverse workforce is a goal of large organizations and smaller organizations are catching up to stay competitive.
As a recruiter, you should be valuing diversity as much these companies do, if not more so!
4. Social Media Recruitment Is On The Rise
Social recruiting using networks like LinkedIn, Facebook, and Twitter is not new, but it’s growing by leaps and bounds as a recruitment tactic in 2017. Why? It’s a great way to find well-rounded candidates.
With the features of social networks improving all the time in terms of searchability and premium features, recruiters have more ways than ever to scope out better talent.
94% of recruiters are now networking on social media for the purpose of talent acquisition and management. You’re already on there, but now everyone else is too.
It’s crucial for recruiters to know the latest in social media marketing trends and continue to identify new tools and tactics to make the most of their efforts.
5. People Are Open To Poaching
Across all industries, 74% of the workforce is open to making a job move, according to Jobvite’s 7th Job Seeker Nation Study. That’s a large pool to draw from for recruiters.
More people are actively seeking out better opportunities for themselves and some people are just waiting for you to contact them. It makes sense in 2017 to focus more on the talent and the need rather than who may or may not be happy where they are.
Chances are you can twist someone’s arm with a better opportunity as a recruiter.
6. Company Culture Matters
Of course, technical skills are still important to candidates and employers, but company culture ranks very high on the list. A candidate may check all the boxes in terms of capabilities but not be a good fit for the company for a variety of reasons.
And, while job seekers are seeking independence and ready to jump at new, better opportunities, they also crave stability. If company culture is unsteady and its future is unpredictable, it can be less appealing to qualified candidates.
Job seekers want to feel like they can grow within the company they choose to work for, especially if the starting paying isn’t exactly what they’re expecting. They’re also looking for resume boosters for the future.
The thrill of being able to boast that you’re working for Google or Twitter on your own schedule and beat out the competition is absolutely tied into the company culture at both companies.
Company culture goes a long way in explaining low retention rates as well. In fact, it’s been discovered that 89% of managers think that their employees leave because they want to make more money elsewhere. In reality, 80-90% of employees are leaving for other reasons.
7. Talent Rediscovery
More and more employers are starting to look beyond active and passive candidates and shift their focus toward talent rediscovery. With so much competition in today’s job market and for the past few years, companies and recruiters are starting at piles and piles of resumes.
Chances are that many of these resumes don’t even get sorted through before a candidate is chosen because of time constraints. However, there’s a lot of talent that gets left on the table this way.
Does that mean that those individuals lost their chance forever and that employers may have missed out on a stellar candidate? Absolutely not.
With talent rediscovery, you can circle back. One of the best benefits for employers is being able to save on advertising costs by looking at what they already have in their systems.
With platforms like Restless Bandit, for example, talent rediscovery can be a tremendous opportunity for recruiters to streamline the process. Lots of companies have already had a lot of success.
8. AI For Recruiting
John Sullivan, a leading human resources industry thought leader, has predicted that 2017 will be the “year of the algorithm” when it comes to recruiting.
Think about it — sales, marketing, and finance have all been relying on big data to predict company and industry trends for years. This year, the recruitment industry is finally catching up and using artificial intelligence to their advantage.
The Harvey Nash Human Resources 2017 Survey recently found that 15 percent of HR leaders in 40 countries believe that artificial intelligence and automation is already impacting their workplace.
Using data-driven technology to its full potential has been a long time coming when it comes to choosing top talent. The opportunities for companies to streamline the process are endless.