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2019 will see a whole new set of recruiting trends. These trends will not only provide a direction to your recruitment strategies but also help you in attracting the best talent. In this year, the main focus will be on candidates as it is a candidate-driven market. Recruiters and hiring managers aim to find the best talent. Thus, the entire focus has now shifted to the candidate.
Recently, a Reddit user asked fellow users on the platform, “What social custom needs to be retired?”
Many of the top answers pertained to work and jobs.
Let’s take a look at four of those discussions, continue reading below.
Recruiting today misses talented people who may not directly fit the job description, or model of the “ideal hire.” Traditional hiring practices assess on experience (what you have done) rather than potential (what you are capable of), with a disproportionate focus on degree and pedigree.
Employee referral programs should be producing 50 percent of all of your hires because they are the most powerful corporate recruiting tool by far. Over many years, data has revealed that scientifically designed corporate employee referral programs, compared to all other sources, literally produce both the highest quality of hire and the highest percentage of hiring volume. However, many talent leaders are surprised to learn that when the unemployment rate is extremely low…..
What do candidates want most?
It’s actually pretty simple, as Glassdoor’s latest survey of job seekers found. Yet, simple or not, it’s remarkable how so many organizations can’t seem to get it right.
According to Glassdoor, it all comes down to this:
CHICAGO and ATLANTA, Aug. 3, 2018 – As employers grapple with a highly competitive hiring environment that is causing prolonged job vacancies across the U.S., workers are reaping the benefits. According to CareerBuilder’s Midyear Job Forecast, 63 percent of U.S. employers plan to hire full-time, permanent workers in the second half of 2018, up from 60 percent last year. A substantial percentage of employers hiring in the second half of 2018 are expecting to offer higher salaries and various perks — such as signing bonuses, extra paid time off, free lunches and the ability to work remotely — to attract and keep the talent they need.
The terms “ghosting,” “catfishing,” and “no show” are mostly used in the dating world. However, these types of behaviors have become typical in recruiting situations as well, due to the candidate-driven nature of today’s hiring market.
In my own agency, I have seen an increase in the amount of no shows to interviews or appointments in the last six months. Many times an attempt to follow up with these candidates is futile, as I am being thoroughly “ghosted” or consciously ignored and avoided. This phenomenon is not specific to one industry or one type of role. I’ve seen this type of behavior at all levels and in almost every industries.
Few realize that increasing your hiring speed often has the second-largest impact on hiring results (after referral hires). Most track time to fill, but few recruiting leaders calculate the high correlation between your hiring speed for top talent and their resulting on-the-job performance after they become a new hire. To put the relationship simply, slow hiring decisions mean that most of your top applicants will lose interest or accept a faster “bird in hand” offer long before your firm gets around to a decision. And that slowness means that you’ll have to select from the remaining “not-in-demand candidates” which unavoidably, will result in a large number of mediocre hires.
As ore HR tasks become automated, HR can turn their attention to engaging and developing people. lick to learn more. Call Bessire to discuss developing recruiting and sourcing strategies.
Recruiting in 2022Credit: Paycor
What is the compensation history ban, and how is your company affected by it? Click the report to learn more and call Bessire today and let us help you navigate your way through this new legislation.
Compensation-2017-History-Inquiry-Ban (003)Credit: BountyJobs
