Everything shifts and changes – including the workforce. These rapid and permanent changes in the workforce and your talent acquisition and job search strategies need to change with them.
It’s about time that HR and recruiting get on the big-data train. For the longest time, HR didn’t even think about allocating budget for data-driven projects.
The recruiting and job search process is frustrating from all ends. AI and data-driven tools are rapidly changing that for candidates and employers. According to Forbes contributor, Louis Efron, only 15% of applicants are contacted after submitting an application and only 29% of businesses feel they can find the right candidates with the right skills.
Those numbers show a need to change the experience. Business is getting serious about allocating budgets for more data-driven decisions. Be on the lookout for more automation and AI driven process as more ROI is realized on data investment decisions.
As more competition for talent heightens, employers see a need for increased effectiveness and efficiency in getting the best talent.
As more investment in data projects happens in the fields of HR and recruiting, the ROI of data-backed decisions is now realized.
As AI technologies emerge, every business niche is investigating how to replace repetitive, but important parts of their business process. There are many parts of the talent acquisition process that SHOULD be replaced by automation, and the industry finally realizes this.
Talent in the job search market is also dictating this – many people would rather parts of the process be automated just by the nature of technology adoption.
It also demonstrates that a company is on cutting-edge technology, which further feeds a desire of critical talent to want to be a part of a company that embraces it.
The job market is changing, and the HR profession is rapidly trying to catch up. Part of this trend has been project-based talent acquisition either through part-time or contract hiring for specific initiatives.
Plan to see more of this with some of the upcoming employment laws. Larger companies have been hesitant to get on board with this trend, and these will be some of the biggest players in project-based hiring for 2017.
Project-based hiring does not necessarily mean short-term hiring. I’ve seen many contractor positions that lasted years – even more than a decade.
Companies are losing an arm and a leg through talent retention programs. HR managers are being ‘developed’ for attrition measures that are no longer realistic.
It’s the chicken or the egg debate as to how it started – economics or job talent? I believe it’s both.
Project-based hiring, if done right, is more economical – especially with some of the looming employment laws.
As well, a chunk of the talent pool likes the lack of commitment and the ability to explore; this is particularly the case early in their careers.
As more talent jumps ship quicker to explore different companies or roles, business realizes the opportunity to focus efforts on project-based rather than full-time employment. There are many benefits, including less training investment as well a decrease of resource ‘dead time.’
Talent in the job search market has embraced this project-based hiring model. Technology and project-based hiring sites make this an attractive model for even the most seasoned executive.
In line with increased automation, recruiters will move more efforts to social media. Because the algorithms in social platforms have evolved, there is a wealth of opportunity to start looking for the perfect candidate as opposed to waiting and hoping you get the person.
Stronger social algorithms combined with inexpensive but powerful social media tools equates to much more use of social in HR and recruiting.
Candidates are moving more to social media for their job search. Why? They trust social media more than an advertisement or the usual job posting.
Social media has become smarter and more integrated with traditional search over the years. If you are searching for anything in particular, you can either establish an ongoing search or let any of the social media platforms learn what you are looking for over time.
When doing a job search, a candidate not only learns about the position but also your business. How do you treat your customers? The talent you want is watching that on social media.
The best talent watches how you interact with customers on social media.
For recruiters, social media is a way to get to know a potential candidate even before an interaction. That’s why it’s critical you clean up your social media persona before you start your job search.
Technology and the complete integration of social media into so many parts of our lives and business have made social media an organic tool for both finding talent and jobs.
Social media will grow more critical to talent acquisition and job search. The trend is not going away. In fact, I predict that social media search will overstep traditional job search boards much sooner than later.
It’s also faster to find CURRENT openings for a position during a job search on social media.
As influence marketing evolves and becomes more than just a buzzword, companies will place a stronger emphasis on candidates with industry and social impact power.
Instead of paying talent to promote a brand, companies realize that they can employ these influencers in natural positions while getting organic brand/product promotion.
In the world of digital media, if you’re not found – you don’t exist.
Brands are spending millions of dollars on influencer marketing and their budgets for it just keep rising. Influencer marketing has proven effective, especially when correctly targeted. Brands are getting good at it – finally.
As more people block ads influencer marketing has more appeal and reliability.
As brands become savvier in the field, there will be a trend in recruiting more influencers to the business as full-time or contractor-based employees.
Spending in social media marketing unexpectedly surpassed TV ads in 2016. A chunk of that spending was for influencer marketing.
Networking is switching to social media. Anyone and everyone can be active on social media. If you do it right, you build authority.
Even as a casual user of social media, I’ve built influence in several niches.
As more talent acquisition and job search moves to social media, it’s smart to recruit talent that has authority in a niche. It makes perfect sense economically and for brand promotion.