Recruiting Trends in 2016

The year 2016 is here with new opportunities and challenges opening in the world of work. It’s the new era of recruiting for us to break through in reinforcing and enhancing the importance of HR in our organizations. I have highlighted some of the recruiting trends in 2016.
1. Social recruiting

2016 is likely to continue the growing trends of social recruiting, not only professional network LinkedIn but also such personal networks as Facebook, Twitter, Pinterest. 91% recruiters consider social media as an official factor for screening candidates. Both personal and corporate digital footprints need managing well to make you and your company stands out of the crowd in fierce talent war.In addition, software and mobile platforms will play a more important role in recruiting. New functions of ATS/ CRM systems will be developed for both large organizations and SMEs. Mobile recruiting platforms are created for the sake of millennial generations who can hold smart phones 24/7 everywhere they go.

2. Employer branding

Employer branding is not a new term among HR professionals, but it is forecasted to become a long lasting trend or maybe the future of HR in the next decades. Apart from attracting and retaining top-notch talent, a strong employer brand will help the business gain a lot of benefits from high employee engagement and customer satisfaction as well. A successful employer brand needs the key holding of C-level executives, HR and Marketing and the involvement of all stakeholders in the organization. It should be put into a strategy along with company brand and consumer brand in 2016 and the upcoming years.

3. Employee referrals

Never in recent years has relationship been the center of mostly trends as in 2016. Many researches and studies found that referrals have quicker time of hiring, better cultural fit, better performance and longer tenure. In 2016, employee referral programs will need more improvement in leveraging candidate experience and current employee awareness of referral benefits. To have a successful employee referral program, company’s perks need to communicate more effectively to current employees.

4. Anonymised recruiting

Anonymised recruitment process creates more favorable conditions for candidates to reach their dream jobs by hiding non-work related information. It helps to recruit people with right skills more quickly, decrease discrimination in recruitment and boost diversity in organization. With such benefits, anonymised recruiting will become a new wind blowing in 2016. Recruiters worldwide need to take this growing trend into account in the upcoming years.

5. The deeper integration of marketing in recruiting

HR in general and recruiting in particular can’t stand alone in the more and more severe talent shortage across industries. To win the best talent, aligning marketing with recruiting is the inevitable approach in 2016 and the near future. All of above trends need the crucial role of marketing to make a successful hire. Recruiters need to have a marketing mindset to evaluate the needs of recruitment, writing attractive and clear job descriptions, advertise jobs in right talent pools and treat candidates like customers.

6. Data-driven recruiting

The development of high technology allows us to have analytics in every single stage of recruitment process. By analyzing data from tools, software, social media, industry reports and advertisement, recruiters can optimize recruiting more easily than ever. Be sure to track and measure your results of recruitment.

The year 2016 is with new opportunities and challenges opening in the world of work. Despite the panorama picture of global recruiting trends in 2016, it doesn’t necessarily mean that you must adjust your firm’s recruiting activities immediately. It’s the new era of recruiting for us to break through in reinforcing and enhancing the importance of HR in the organization

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About Fuwad Junaidi

My professional qualifications include a sound understanding of HR policies and processes coupled with the requisite technical expertise for resolving complex functional business issues across a wide spectrum of HR modules... Furthermore my experience as a Human Resources Professional in different organizations has prepared me for the challenges associated with a deep involved in management and development of Human Resources career strategies. I had developed Standard Operating Procedures for the entire HR processes that are being implemented successfully in order to meet organizational needs... Specialties HR Policy Formulation(Designing& Implementation) Job Evaluation Recruitment & Selection(Manpower Demand & Supply analysis,Recruitment Cycle layout,Interviewing,Selection,Orientation & Placement) Training & Development( Training Need Analysis,Training Design,Implementaion &Evaluation) Performance Management Employee Relations HR Data Maintenance Organizational Development

Posted on January 9, 2016, in Uncategorized. Bookmark the permalink. Leave a comment.

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