Human Trends to Watch in a Growing Digital World
The field of recruitment management is constantly evolving, particularly in today’s climate, as mobile and social recruiting technologies are added into the mix to enhance communication and recruitment practices. Ensure your organisation continues to be an industry leader by embracing those changes and taking advantage of the recruitment technology that’s available now.
According to Adecco’s (1) “Global Social Recruiting Study,” 68 percent of recruiters turn to LinkedIn over all other social networks to assess candidates. They use the career-centred social platform to dig deeper into each candidate’s reputation and credentials. The survey also showed that 58 percent of respondents use it for recruitment purposes, 30 percent higher than Facebook (number two on the list).
Quality Over, Well, Everything
The way recruitment managers measure candidate quality has varied throughout the years, but a new LinkedIn “2016 Global Recruiting Trends” (2) report indicates that only a third of HR leaders think their approach to measuring candidate hiring is strong. Around 50 percent use new hire performance evaluations alone, with the remaining using turnover statistics.
It’s clear that an increased understanding of the quality of hire from the start, instead of relying on retention rates, will be a huge recruitment management necessity going forward.
Inside Is the New Outside
The same report advised that organisations are embracing traditional employee referrals and internal hiring strategies. Why? Because they work well. According to the report, 62 percent of new hires are a result of direct employee referrals. When good employees who refer their trusted colleagues, consistently provide more suitable candidates, creating a stronger team.
Big Data for Big Decisions
Human Capital Institute (3) advises that HR big data continues to lead the charge as a crucial piece for HR leaders in the decision-making process. The report concludes, however, that “HR is simply not investing enough to build a sustainable capability — as opposed to ad-hoc projects — for workforce analytics.” It’s up to CHROs to forge that connection between data and efforts in recruitment, development and resource management. Ultimately, this leads to better business decisions that positively impact the bottom line.
Behind the Curtain
According to a CIO (4) article, when candidates have access to salary ranges, they are better able to choose the organisations they want to work for. They also have resources for looking up salary data so they can gauge when they are being offered a fair rate for their experience. Making sure your recruiting team has access to reliable benchmarking data to validate compensation and benefit packages for specific job roles by location, industry and company size, will empower them to put forth competitive offers that attract the very best talent.
Train ‘Em Up the Ladder
As organisations struggle to find specialists in certain fields, they are turning to talent pools that offer a larger array of skills. As soon as an HR manager starts thinking they’ve found the perfect person with the exact skill set for a leadership role, that role changes and that person’s skills are no longer relevant. Therefore, succession planning needs to change so people are trained into higher roles, not simply moved into them.
EQ not Just IQ
Other than skills and career experience, emotional intelligence, or EQ, is something that recruiters are increasingly recognising as a better gauge of a candidate’s potential success rate. For example, Google (5) measures the personality and emotional intelligence of candidates, looking for those who are “humble and argumentative” as positive traits.
Let’s Get Digital
Although they won’t disappear entirely, recruiters are hoping that the over-reliance on resumes will slow down and that digital-only hiring models will take their place. A Business News Daily (6) article featuring several leaders in recruitment predicted that, “by 2016, innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method.” Digital recruitment management streamlines processes and reveals much more about candidates than paper resumes ever could. Recruitment apps have also expanded the playing field for recruiters who understand the value of reaching candidates wherever they are.
By embracing and adopting digital technology as part of your recruitment practices, it’s possible to attract and obtain the best talent like never before.
By Tess C. Taylor