If you search “recruiting” online, nearly every article mentions one of the following: “the competition for top talent,” “…to win the war for talent,” or my personal favorite, “the skills gap….”
You’ve probably heard by now that the unemployment rate is 4.9% in the United States. The Bureau of Labor and Statistics predicts employment (job growth) will continue to grow through 2022 by over 15 million jobs.
However, things aren’t perfect. Employee turnover in most companies is very high, which means retention is extremely low. Employee engagement and happiness and also average tenure levels are low, with tenure lower than 5 years–not much loyalty there.
There’s lots of competition, there is also a war for talent, and there is a serious skills gap. Therefore, companies have had to make an investment in order to recruit, attract, and retain talent, especially top performers. To be successful, recruiting managers and talent acquisition managers, (strategists and specialists) have to adjust their plans.
So, how has recruiting changed? After examining the latest and most popular trends, here are 4 changes in recruiting.
Because of these 4 things: social media, the economy, generational changes, and passive job candidates, companies have had to invest in qualified recruiting specialists who can source, attract, recruit, hire, and retain the best of the best.
Here are some things to consider.
85% of the global workforce are passive candidates. This supports human resource data on employee engagement/disengagement. Most passive candidates secretly desire more pay and flexibility over big titles, so recruiting strategists can use this data to their advantage when designing new processes to poach high performers from other organizations.
It’s simple, win the “Passive Candidate” and “Poaching” wars, and you’ll win the competition for top talent. Register for our webinar to learn more about how to identify top talent and how skills assessments can provide accurate performance predictions to help determine success.
Chris Fields is an HR professional and expert resume writer with more than 13 years of experience as a former practitioner and current HR consultant. He is the curator of two websites: CostofWork.com and ResumeCrusade.com , and contributes HR-focused content to many others, including PerformanceICreate.com and SmartRecruiters.com . He has been listed by the Huffington Post as one of the “Top 100 Most Social Human Resources Experts to Follow on Twitter”, one of the “Top 40 under 40” by the HR Blogger Network, one of the “25 Must-Read HR Blogs in 2013”, and also featured on Oprah.com. He is very active with the Society of Human Resource Management, working closely with conference directors, communication chairs, and social media teams from Illinois, Oklahoma, and Tennessee to develop social strategies to engage attendees and enhance their conference experience. Chris earned his master’s degree in Labor and Human Resources from Ohio State University. In 2005, he moved back to his hometown of Memphis, TN, where he has developed a reputation for helping his clients create HR strategies, and individuals master the tough economic challenges of the South.