By Mark Stevenson | Source : www.thiswayglobal.com
Five years ago, 39% of recruiters globally didn’t see their hiring volume to change, according to LinkedIn’s Global Recruiting Trends Report. And between 2011 and 2013, the volume actually dipped down below 50%. But, due to a number of socio-economic changes around the globe, we can see those numbers shifting in the upcoming year.
Technology and diversity drive this year’s trends, and as you plan your company’s recruitment strategy for 2017, keep them in mind.
Thanks to the development of new technologies like artificial intelligence (AI) and improvements around telecommunications, hiring volume is set to increase around the globe, with the UK looking at a 58% rise.
- India: 76%
- Mexico: 67%
- Southeast Asia: 62%
- Germany: 61%
- UK: 58%
- US: 58%
- France: 50%
- China: 50%
- Australia: 45%
- Brazil: 40%
In today’s gadget-friendly economy, many companies are optimising their websites for mobile viewing. However, employers are losing a lot of opportunities by forgetting to create a mobile-friendly experience for jobseekers.
- 45% of job seekers search for jobs daily on their mobile device
- 89% of job seekers think mobile devices play a critical role in the job hunting process
What do jobseekers do on career pages?
- 54% read employees’ reviews
- 52% look up salary information
- 59% say it is important to save a job from their mobile device and later apply to the job on a desktop
What companies are optimising for mobile?
- Careers website: 39%
- Job postings: 36%
- Application process: 36%
Don’t miss out on potential candidates by not having a mobile-friendly site. Optimise pages for viewing and make sure forms are compatible with devices.
Social media has a huge impact on our lives today, even when it comes to recruiting. Then again, most employers aren’t using social media to its full potential.
- Before (2011): 56% of companies were recruiting via social media
- Last year (2016): 84% of companies were recruiting via social media
Not using social media recruiting can lead to a great loss of potential hiring volume, as 79% of jobseekers are likely to use it for their job search. For younger job seekers who are in the first 10 years of their career, that number goes up to 86%. And they used it not just to look for positions, but also to learn more about the company.
When it comes to PR and communications strategies, 2/3 of UK and US respondents say that social media is a necessity for a company’s C-suite executives.
- Almost 75% of employees say their employers don’t promote their employment brand on social media.
- 75% of employees in the UK agree that social media is a valuable tool for managing brand reputation.
- Only 33% of employers in 15 global markets encourage their employees to use social media, limiting the chances of potential recruits seeing good things about the company from people who actually work there.
By improving your company’s reputation, you’ll have an incredible advantage when it comes to attracting potential employees:
- 84% of employees would consider quitting their job to take an offer from a company with a great reputation.
If your company already uses social media for its marketing strategy, work with the marketing team to promote recruitment as well. Also, talk to employees about how they can improve your brand reputation through their social media activities.
Artificial Intelligence working with Human Resources sounds like a contradiction, but 80% of executives believe AI can improve productivity and performance.
This should also be applied to your recruitment strategy. Though AI is expected to replace 16% of jobs within the next 10 years, this doesn’t mean you’ll lose work. It’s a chance for you to improve the recruitment process so your team can focus more on people and less on tasks.
Here are some ways you can use AI:
Assisting jobseekers – Chatbots can assist potential recruits who have questions that you might not have time to answer immediately. They can also engage applicants who have looked at positions or applied, but haven’t received responses from your company. They can also automate the process of letting people know about the progress of their application.
Assisting you – The onboarding process can take up a lot of your time, especially if you have a lot of new hires and a small HR team. AI can provide necessary information and training to new employees until you can step in to answer more specific questions and concerns. You can also use AI to keep track of employee development so you can identify areas of improvement or opportunities for growth. Lastly, AI can act as your own personal assistant to handle scheduling, assessment, filing, etc.
By using AI to handle time-consuming processes that can be automated, you can free yourself up to focus on more important aspects of recruitment. But remember, you should consult with your IT department to ensure an effective AI experience.
According to companies around the world, hiring more diverse candidates ranks as their top priority. What constitutes as a diverse workplace? You’d have to consider:
The increasing number of millennials in the workforce is one of the biggest shifts in workplace diversity, and they are expected to make up most of the working population by 2025.
Almost 80% of millennials consider how they fit into the company culture before taking a job. 60% of millennial job seekers consider growth opportunities to be the best perk of a job.
Diversity also has a great impact on a company’s performance, as gender-diverse companies perform 15% better than the industry median. Meanwhile, ethnically-diverse companies perform 35% better.
During the recruitment process, highlight the growth benefits that your company offers. Also, consider promoting your efforts on creating a diverse workforce. Show potential employees that diversity matters at your company, and educate current employees through diversity initiatives that they can talk about.
Moving into 2017, consider how your company can improve its recruitment strategy with these trends. Think about how you use social media and mobile platforms to promote a job advertisement or engage potential candidates. Evaluate your hiring processes to see which areas can benefit from AI technology, and examine what your company has done or can do to improve diversity in the workplace.