This Year’s Must-Know Recruiting Trends

In Martin Shaw, Our Authors, Talent Acquisition & Recruitment, Talent Insight, Talent Research & Trends, Who's Hiring by MartinLeave a Comment

Let’s hope we see positive change as these trends develop throughout 2015

Just been reading a post from Dr John Sullivan in the ERE blog.  Many of you will know John and let’s be fair, he always has an opinion on the subject of Recruitment and Talent Acquisition.  This piece covers what he thinks are the leading trends for recruitment in 2015.

Reading it made me think about which of his top 10 need a deeper comment.  These are his 10 and we have linked to his full article later in this post for you to review.

  1. The shift in power to the candidate means current approaches will stop working
  2. The mobile platform begins to dominate every aspect of recruiting
  3. Shifting to compelling offers becomes essential
  4. Perhaps the biggest surprise will be the shortage of top recruiters
  5. Videos begin dominating recruiting messaging
  6. Turnover issues dramatically impact recruiting
  7. Learning to hire whenever scarce talent becomes available
  8. Deemphasizing resumes and accepting online profiles
  9. Sourcing will add a “find-their-work” component
  10. Boomerangs return as a primary source

Hi fourth point “Perhaps the biggest surprise will be the shortage of top recruiters” needs a little further expansion.  Firstly we totally agree, there is a distinct lack of extensively trained recruiters/talent acquisition professional in both camps (Corporate and Staffing Firms) we also concur that providing really great TA / Recruitment training for a modern day practitioner is often a low priority.  This is not a new problem, it has been a consistent issue for the  industry for many years and is at the heart of why we have the shortage John eludes to.  Top of the agenda for most short term thinking organisations is its operational spend on Talent, Recruitment and HR skills and strategies.  Unfortunately it’s not a new trend but definitely one that will impact in 2015 and a trend that we agree with John needs attention.  This is a real issue in the “New Economies” that Resource Central operates in; the Baltics, Central Europe and the Balkans – where there is neither the tradition nor the infrastructure of “professional recruiting” and HR is often the only recruiter!!

Point eight “Deemphasizing resumes and accepting online profiles” also caught our attention. This is a trend we want to see fly.  Let’s be honest, resumes are never consistent in style, content, honesty or format. From our years of experience as recruiters, we sometimes struggle to see the gems in the forest of content, with many of the document authors having no idea how to present this historic file type in the best way.  Relating to John’s later point around predictive data analytics, it will be a good thing when talent consumer tracking, sourcing and selection strategies utilise the value of human capital data that is available on the web about the talent of all professionals, to help organizations find and hire great people.

“The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015”

Check out a short summary of his article below.

Screen Shot 2015-01-08 at 2.20.29 PM

Most articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by less than 5 percent of the major firms. However, they are still important for all recruiting leaders to know and watch because they signal … Check Out the Full Story

By Dr. John Sullivan

Via:: http://www.ere.net/2015/01/12/the-top-10-bleeding-edge-recruiting-trends-to-watch-in-2015/

Top Image and Link: A great infographic “HR Recruiting Trends for 2015

      

Martin
Client Services Director @ Resource Central Ltd
As part of our team I help companies develop, build, implement and manage people engagement and experiences that deliver ‘ real value’ across the Talent and HR business needs of Talent Attraction, Talent Acquisition, Talent Engagement, Talent Community Retention and Employer Value.