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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
Key Strategies for 2016
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
Key Strategies for 2016
• 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…
Key Strategies for 2016
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
Key Strategies for 2016
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
Key Strategies for 2016
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
Key Strategies for 2016
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
Key Strategies for 2016
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
Key Strategies for 2016
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
Hardertohire Compressed5meframes Youngerworkforce
Focusoncandidateexperience
Priorities TRENDS
AUTOMATE
MARKETINGPARTNERSHIP
CANDIDATEFOCUS
Moreoftherightcandidates
Usevideo
Centralizeandgrowtalentpool,source-firstapproach,regularengagement,automateandop5mizeprocesses
Leveragebrand
Catertomobile
Consumerqualitytech
Embedmarke5ngintoHRtomaximizebrand,messaging,drivesourcing,nurturingcampaigns,andmeasuringresults
Hardertohire Compressed5meframes Youngerworkforce
Op5mizedigitalinterac5ons,sellbenefits,enableeasier/fasterengagement
Strategies TRENDS
AUTOMATE
MARKETINGPARTNERSHIP
CANDIDATEFOCUS
Moreoftherightcandidates
Compellingvideo
Use3rdpartysourcing,aWrac5onandcandidateexperiencetools/plaXorm,iden5fymanualtasks,measureresultsandrefineperformance
StrongbrandMobile Consumer
quality
Getresourcesfrommarke5ng/hiremarke5ngresources/incorporatemarke5ngonamatrixbasis
Hardertohire Compressed5meframes Youngerworkforce
GooutsideATS,op5mizeandtargetcareersites,talentnetworks,focusonjobs,concise/visualexperience
Delivery TRENDS
AUTOMATE
MARKETINGPARTNERSHIP
CANDIDATEFOCUS
Moreoftherightcandidate
Questions and Wrap-up
Learn about Talemetry Recruitment Marketing Solutions and Recruitment Marketing Platform
Talemetry.com [email protected]