25 February 2016
Recruitment Industry Trends 2016 – Part Two

Last week in part one we looked at blind interviewing, difficulty in selling to talent and the importance of video (taken from an article published by Dr. John Sullivan). As we discussed, it is important to keep up with the latest trends so you have time to plan and execute a strategy in order for you to be successful in 2016.

Here are the next 3 trends on that list:


Trend #9 – Improving the selling capability of your job descriptions

It comes as no surprise the candidates become disinterested to a job after reading a poorly written job description despite if the job is awesome or not.This also applies when a job description is misleading, giving them the promise the job will be more than it actually is.


Best practices in improving your job descriptions

  • Test your company’s job descriptions against those of your competitors. This can be done by placing the job descriptions next to one another and ask a group of people to select which one reads better and is more enticing
  • Research key words and phrases that will be sure to excite your candidates. This can be done in a simple survey
  • Video job descriptions involving the team in the company are much more engaging than any written job descriptions
  • Focus on the advantages of joining the company and the benefits received rather than details the day to day job itself
  • Google are currently experimenting with attracting a more diverse range of candidates by having their own employees write the job description themselves for a more friendly and down to earth approach

Trend #8 – Focusing on recruiting innovators

Large companies such as Google, Apple and Facebook have a higher workforce productivity ratio than the average business. Their hiring tactics focus on hiring innovators who will work better and harder than the average person.

Best practices in finding innovators

  • Referrals are a successful way to find and recruit innovators
  • Online resources now make it easy to find the work of innovators in order for you to contact them directly
  • Put together a process for identifying innovators so that trawling through hundreds of CV’s becomes less daunting
  • Innovators can come across arrogant or rude during their interviews. Be sure to train your staff correctly and not to dismiss anyone too soon in the process
  • Innovators can also expect different things before they accept a job offer such as the freedom to express their views on the role and suggest new ways in working for the company

Trend #7 – A forward-looking approach to recruiting

Now is the time to scrap old ways and look forward to the future in order to avoid making mistakes.

Best practices in forward thinking

  • Workforce planning helps you prepare for the future by knowing what types and the number of talent your company will need to meet targets and achieve goals
  • Forecasting possible turnover can improve retention and highlight those who may be considering leaving
  • Using predictive metrics allows you to prepare for the following year. Company’s like Google now predict which employees are likely to quit because they “feel under-used” or undervalued

We hope this have given you some food for thought this week as well as a list of actions to go away with. By thinking ahead can help you stay one step in front of the game in this competitive market we are in. In part 3, we will look at other trends including costs incurred by bad recruiting, mobile delivery and increasing the speed in hire. Let us know your thoughts on the above!

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