A Look Back at the Recruiting Trends of 2016

A Look Back at the Recruiting Trends of 2016
From Recruiter - December 12, 2016

As 2016 comes to a close, here is a look back at some of the biggest recruiting trends of the year that are sure to continue into 2017:

The Candidate to Consumer Shift

The current job market is a candidates market, and that is particularly true for top talent. This means it has become more and more difficult for employers to attract the talent they need.

Attracting and retaining talent will remain a challenge as top candidates experience an increase of competitive job offers, along with better salaries and opportunities, Joanie Courtney, former senior vice president of global market insights at Monsterand current COO of EmployBridge, told SHRMearlier this year.

In the same article,Korn Ferry Futurestep CEO Byrne Mulrooney told SHRM, Recruiters will be expected to deliver the white-glove treatment for candidates.

Because many companies are willing to offer generous compensation and benefits packages to in order to entice thebest of the best, those things are no longer sufficient to set an employer apart from the competition. If you want to hire successful, desirable candidates, you have to actively sell your company to them.

Candidates have come to expect an improved experience in all aspects of the recruiting process. Smart hiring managers and recruiters know that candidates have begun to job shoplike consumers, and they know that they must market opportunities to talent and follow up throughout the process accordingly.

An Increased Use of Data in Recruiting

With more recruiting software options than ever before, recruiters are increasingly using data to set themselves apart from the pack. Hiring managers have also learned torely more heavily on data to inform their recruiting strategies.

This increased use of data has led to new strategies, like looking internally to fill job openings. Additionally, instead of only looking for ready candidates, companies are developing hard-working candidates with potential in order to create their own top talent in a fierce market.


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