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Jobvite's Survey Reveals Fierce Competition, Evolving Strategies in a Divided Time

Jobvite's Survey Reveals Fierce Competition, Evolving Strategies in a Divided Time
From Recruiter - December 8, 2016

Jobvites 2016 Recruiter Nation Reportgathered responses from more than 1,600 recruiting and human resource professionals, revealing that in order to remain competitive, recruiters must revolutionize their strategic approaches to sourcing, hiring, and onboarding new hires.

Job creation has been steadily increasing ever since the recession, forcing recruiters to double up their efforts to fill positions with quality candidates, but there simply arent enough educated, talented, and qualified candidates to keep up with the demand, says Dan Finnigan, CEO of Jobvite. As a result, recruiters must now go above and beyond by creating a compelling employer brand and an exceptional candidate experience to keep their companies growing.

Nearly all respondentsa full 95 percentexpect recruiting to be as or more challenging in 2017, with 69 percent reporting that their companys hiring has increased in the past year. To keep up with this demand, recruiters are offering both traditional and nontraditional incentives to attract candidates, like raising salary offers (68 percent), awarding monetary bonuses to incentivize referrals (64 percent), allowing for flexible work hours (44 percent), and implementing casual dress codes (44 percent).

Although candidates are largely benefitting from this job seeker-focused market, it is critical for them to continue putting their best feet forward. In addition to concrete qualifications, recruiters also expect a host of soft skills, including enthusiasm (78 percent), conversational skills (73 percent), and, most importantly, cultural fit (83 percent).

When recruiters talk about culture fit, theyre usually referring to people who fit in with the values and work style of their organization, says Matt Singer, Jobvites vice president of marketing. This is definitely important when it comes to making sure your team can successfully collaborate, but you need to be careful about how you define it.

Singer credits the imprecise Ill-know-it-when-I-see-it explanation of culture fit as the type of thinking that caused the practice to come under criticism in recent years for resulting in a lack of diversity.

To avoid this, companies need to make sure that they clearly define the four or five traits, skills, and beliefs that are essential to their company, so recruiters arent just basing culture fit on gut feeling, Singer says.



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