If there's one thing that's seeing a lot of disruption and change, its the recruitment process. There are more channels than ever to find great candidates, and more people than ever contributing to the process and to the employment brand. What are these changes and trends? How are recruiters and RPO providers supposed to adapt? Hopefully, our trends and news roundup will help.
The Three Best Predictors of On-the-Job Success - Lou Adler - Essentially, the best person for the job isn't always the one who does best in the interview, but the one who can best perform the tasks at hand. This article argues that hiring managers miss the three best predictors for success because they don't do a good job of defining the actual work that needs to get done once the person is hired. Without knowing the actual work, it's hard to know who can best perform those tasks.
Trends in Recruitment Process Outsourcing: Prioritizing Pipeline- The Seamless Workforce - There is greater focus and prioritization on candidate pipelining because candidates are now asking questions like, "What is it liked to be recruited by your company?," "What is the interview process like?," and "What resources are there to turn to gain information about the team that is recruiting for the position?" If the answers are positive, then this hurts the employment brand as it means the the employer is not the one who's providing the answers or paying attention to the pipeline.
It's Time for Recruiters to Adapt (Again!) - Ere.net - This article highlights two more recruitment process trends: emerging technology such as social media and big data, and the shift to hiring more contingent staff and outsourcing more positions. Sounds daunting, but fortunately this article also comes with a strategy on how to handle each trend.
Job Titles Aren't That Important - Harvard Business Review - Are employers creating their own problem when it comes to the skills gap and filling certain positions? Half of hiring managers said that they were concerned about the expanding skills gap, and around the same amount say they limit their candidate pools by only looking at applicants with specific job titles. On top of that, 42 percent of hiring managers who don't have an issue with filling open positions restrict their hiring based on previous job titles. This emphasis on the job title may be writing off great candidates without consideration, while also ignoring characteristics that better define whether someone is qualified for the position.
More than Half of Employers Plan to Hire Recent College Graduates in 2013- The Hiring Site - This is great news, especially since it up from 46 percent in 2011 and 44 percent in 2010. IT, customer service, and financial services are the top three industries hiring college graduates. Recruiters will also be looking for college graduates to fill two big roles: front-line customer and client-facing roles like customer service and sales, and roles that require specific technical knowledge or hard skills, like finance and health care.
Staffing Marketing: How to Budget - Staffing.org - Need help determining the marketing cost breakouts as a percentage of the total recruiting budget, or alternatively a marketing cost-per-candidate number? This article shows you how to do just that. These numbers may not have been important 10 years ago, but with the increased importance of the employment brand, as well as the increase in the number of possible marketing channels, it's crucial for employers to know where their marketing recruiting dollars are going. How this money is spent, and where it could be best spent can only mean a smoother recruitment process.
Related Links:
5 Easy Things to Do to Improve Your Recruiting Process
All Work and No Play: Avoiding Employee Burnout
3 Simple Tricks to Making Your Job Descriptions More Effective
