Top 8 Recruiting Trends and Strategies for 2016

2016 Hiring Trends and Strategies Stephen Schwander & Ian Alexander

Agenda

•  Talemetry Recruiting Trends for 2016 •  Key Mitigation Strategies •  Q&A

2016 Trends

#1 Hiring will be more difficult •  Job market grows by 2 million jobs

Source:IMF

Trend #1: Hiring will be more difficult

Toughest jobs to hire •  Data Scientist. 6,000 companies are expected to hire an estimated

4.4 million IT jobs with direct ties to data analysis (Gartner) •  Electrical Engineer. Currently 17 openings for every electrical

engineering candidate (Randstad) •  General and Operations Manager. 613,000 open jobs by 2022 (BLS). •  Home Health Aide. 600,000 needed by 2022 (BLS) •  Information Security Analyst. 2.7 million cloud-computing workers

needed in 2016 (Microsoft). •  Medical Services Manager. 73,000 needed in next 6 years (BLS). •  Physical Therapist. 229,000 needed in 2016, 196,000 available

(APTA). •  Registered Nurse. 525k retirements – 1.05 million needed by 2022

(BLS) •  Software Engineer. 223k needed by 2022 (BLS).

Trend #1: Hiring will be more difficult

“79% of companies believe there is a dearth of critical skills available in the labor pool.”

– Aberdeen Group Research September, 2015

7 unemployed candidates per job – 2009

1.5 unemployed candidates per job – 2015

(below pre-recession rates) – BLS

Trend #2: Hiring times compressed

•  Active candidates receiving multiple offers •  4- 5 days from interview to offer (Roth Staffing)

Trend #3: Younger workforce

•  35% Millennials •  47% by 2020 •  One in four managers Millennials •  Gen Z (1994) enters the workforce •  Who is your TA process built for?

Trend #4: Consumer Quality Tech

•  The “internet of things” becomes expectation in the enterprise •  Internal recruiting technology to be more intuitive/

mobile/social •  Candidate facing technology to be intuitive/mobile/

social •  Mobile, mobile, mobile

Trend #5: Brand More Important

•  Almost 60% of organizations to invest more in employer brand (LinkedIn) •  Career site •  Social media •  Communications/interactions

Trend #6 Video on the Rise

•  Video will become increasingly important in conveying value and brand as mobile candidates increase

•  Interview •  Job descriptions •  Branding

Trend #7: Recruiting & Marketing Merge

•  Leading recruiters will form deeper integration with their marketing departments •  Branding •  Messaging •  Sourcing/engaging/nurturing •  Measuring results

•  47% of recruiting organizations working more closely with marketing

•  (LinkedIn)

Trend #8: Hands Free Recruiting

•  Adoption of predictive automation to perform previously manual recruiting activities •  Job distribution •  Sourcing •  Engagement •  Scheduling •  Selection

RiseofVideo

Handsfreerecrui5ng

Leveragebrand

MobileExperience

ConsumerQuality

Experience

Partnerw/Marke5ng

Scarcecandidates

Compressed5meframes

Youngerworkforce

CoreTrends

TrendReac5onsTrendReac5ons

2016 Trends

Key Strategies for 2016

•  Get ready for harder, faster, younger •  Talent harder to find •  Candidates in control •  Employee and candidate pools getting younger •  Not getting better soon


Trend: Harder, faster, younger Focus: Front end of the funnel •  Supply and demand problem – focus on supply

•  Outbound sourcing •  Internal/external resumes

•  Inbound attraction •  Job ads, recruiting agencies, social networks, job fairs

•  Conversion •  Career sites/applications/talent networks

•  Referrals •  Social/direct

•  Internal mobility •  Employee talent pools

Usevideo

Standardize,automateandrefinecandidateacquisi5onprocesses

Leveragebrand

Catertomobile

Consumerqualitytech

Engagemarke5ngtodriveandrefineprograms

Hardertohire Compressed5meframes Youngerworkforce

Focusoncandidateexperience

2016 Trends TRENDS

AUTOMATE

MARKETINGPARTNERSHIP

CANDIDATEFOCUS


•  Retention is #1 •  Much cheaper and easier to retain than hire •  Major employers radically increasing benefits •  Emphasizing internal mobility •  …but we’re in the business of hiring, so…


Trend: Harder, faster, younger Strategy: Focus on the front end of the funnel •  Centralize and maximize sources

•  Combine internal and external sources into one segmented pool

•  Develop a competency/focus for proactive, source-first recruiting team

•  Standardize and refine processes for both specialized and volume sourcing

•  Utilize other channels to talent as a means of increasing your talent pool

Key Strategies for 2016 Trend: Harder, faster, younger Strategy: Get real about mobile

•  Get 30-50% more candidates by CATERING to mobile •  Hire faster with mobile optimized communications (email, SMS) •  Career pages, jobs, applications, candidate communications


Trend: Harder, faster, younger Strategy: Leverage your brand

•  97% of career site traffic never apply •  Your website has to do more selling up front •  Deliver relevant content/jobs


Trend: Consumer quality experience Strategy: Focus on candidate experience

•  Mobile/social •  Segment and deliver targeted content •  Lower barrier to engagement •  Put jobs front and center •  Create compelling ads/descriptions •  More visuals – less text •  Communicate regularly •  Survey candidates


Trend: Consumer quality tech Strategy: Think outside the ATS

•  ATS is for tracking applicants •  Leverage best of breed solutions for candidate

facing experience •  Career sites, job distribution, interview

scheduling, surveys, assessments


Trend: Recruiting and marketing merge Strategy: Partner with/integrate marketing group

•  Leverage your internal marketing group •  Drive sourcing campaigns •  Implement employer brand •  Develop job ads •  Measure results

•  Integrate marketing into HR •  Create marketing function •  Matrix relationship with internal marketing resource(s)

Key Strategies for 2016 Trend: Hands free recruiting Strategy: Automate front of funnel

•  Identify high-touch activities •  Work with staff to discover manual processes

•  Lack of automation •  Job distribution •  Candidate engagement/email campaigns •  Career site content/job maintenance

•  Un-integrated tools/processes •  Searching/sourcing multiple databases •  Manually syncing jobs/candidates between systems

•  Standardize candidate acquisition tools and processes •  One system/process for hiring •  One system/process for acquiring

•  Measurable •  Extensible •  Scalable


Trend: Hands free recruiting Strategy: Analyze and optimize

•  Centralize metrics and analysis •  Focus energies on most successful sources/activities •  Deemphasize underperforming sources/activities •  Leverage successes into training •  Optimize budget

Usevideo

Standardize,automateandrefinecandidateacquisi5onprocesses

Leveragebrand

Catertomobile

Consumerqualitytech

Partnerwithmarke5ngtodriveandrefineprograms


Focusoncandidateexperience

Priorities TRENDS

AUTOMATE


CANDIDATEFOCUS

Moreoftherightcandidates

Usevideo

Centralizeandgrowtalentpool,source-firstapproach,regularengagement,automateandop5mizeprocesses

Leveragebrand

Catertomobile

Consumerqualitytech

Embedmarke5ngintoHRtomaximizebrand,messaging,drivesourcing,nurturingcampaigns,andmeasuringresults


Op5mizedigitalinterac5ons,sellbenefits,enableeasier/fasterengagement

Strategies TRENDS

AUTOMATE


CANDIDATEFOCUS

Moreoftherightcandidates

Compellingvideo

Use3rdpartysourcing,aWrac5onandcandidateexperiencetools/plaXorm,iden5fymanualtasks,measureresultsandrefineperformance

StrongbrandMobile Consumer

quality

Getresourcesfrommarke5ng/hiremarke5ngresources/incorporatemarke5ngonamatrixbasis


GooutsideATS,op5mizeandtargetcareersites,talentnetworks,focusonjobs,concise/visualexperience

Delivery TRENDS

AUTOMATE


CANDIDATEFOCUS

Moreoftherightcandidate

Questions and Wrap-up

Learn about Talemetry Recruitment Marketing Solutions and Recruitment Marketing Platform

Talemetry.com [email protected]

Top 8 Recruiting Trends and Strategies for 2016

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