Recruiter Top 10: Recruiting and Hiring Trends to Pay Attention to in 2017

Recruiter Top 10: Recruiting and Hiring Trends to Pay Attention to in 2017
From Recruiter - January 6, 2017

1. Shorter Hiring Processes

In a recent RiseSmart study, we found that recruiters are now focusing more on the candidate experience as a way to protect their brands and to save time and money associated with recruiting. Here are some new trends in recruiting which will make the hiring process more effective and efficient for companies and job seekers:

- 60 percent of recruiters report conducting only 1-3 interview sessions (a candidate with five interviews in one day = one session) before an offer.
- 49 percent of recruiters report time-to-hire to be within four weeks.

Companies are taking longer than ever to make hiring decisions and, as a result, losing out on hiring the best candidates. In addition, lengthy hiring processes and lack of communication with job candidates are endangering employer brands as candidates are using the hiring process as a window into the organization.

Today, the employee experience is critical to the success of any company hoping to hire and retain the best talent. That experience begins with the hiring process and continues through onboarding and beyond. As such, companies can no longer afford to put job candidates through a protracted process that creates negative attitudes toward the company.

Sanjay Santhe, CEO, RiseSmart

2. Annual Performance Reviews Will (Mostly) Go Extinct

In 2016, we saw the beginning of companies moving away from their ratings-based annual performance review processes, with Adobe, GE, Accenture, Deloitte, and many others announcing an end to their traditional once-a-year reviews. Companies of all sizes have realized that the annual performance review not only provides an inaccurate snapshot of employee performance, but can also harm employee motivation and engagement. 2017 will be the year most companies will follow suit and remove the annual performance review, replacing it with more frequent check-ins and real-time feedback. These companies will be able to move the resources used to train managers on how to administer performance reviews to much more useful management training such as how to give good and helpful feedback.

Companies that are slower to change will retain their performance review processes but will pilot continuous feedback programs and more frequent check-in programs which they will role out in late 2017 and early 2018. These companies will focus on analyzing the current time and other resources wasted on performance review processes that are ineffective. Through surveys and focus groups, they will document why these programs are not working. We will continue to see the need to retain not only top performers, but also good performers who make up the majority of your workforce. Modern performance management programs will be key to retaining these employees and inspiring maximum productivity.

Rajeev Behera, CEO, Reflektive

3. Goodbye, Spray and Pray Messaging

Gone are the days of blasting out hundreds of messages for one job, hoping that one of the people who read your message (the majority of whom had no business receiving it in the first place) will either respond for themselves or refer the position to someone who might be interested. Rather, in 2017, we will see more refined search and matching capabilities that will not only enhance the candidate experience, but also simplify the process and timelines for recruiters, therefore reducing costs and enhancing outcomes for employers.

Seth Matheson, Director, Talent Fusion by Monster

4. Resumes and Cover Letters Will Become Irrelevant

Resumes and cover letters are the bread-and-butter of recruiting, but in an economy dominated by businesses that are focused on innovation and problem-solving, they are strikingly unable to show much more than past experience. Recruiting in 2017 and beyond will rely less on resumes and cover letters many of which are padded anyway and increasingly on insights available before a candidate has even applied and alternative forms of demonstrated skill and potential either before or during the interview process.

For example, short one-page proposals that clearly and succinctly identify a real business problem, outline a solution, and include possible risks, costs, and likely outcomes would demonstrate critical thinking and an understanding of business dynamics in a way that resumes and cover letters never could.

Joanna Riley, Cofounder and President, 1-Page

5. The Devaluation of Key Players in the Industry

Shorts like these on Ultimate Software should continue to trend as the market becomes more saturated with well-funded HR startups (Gusto, Zenefits, Lever, Greenhouse, SmartRecruiters, etc.). In an annual survey conducted by ONGIG from 2015 to 2016, the applicant tracking system world saw a decrease in market share for Oracles Taleo (-14.27 percent) and IBMs Brassring-Kenexa (-4.54 percent). The public will see this play out in the stock market for many companies, but the real question is this: Which emerging startups are going to fail to hit the traction they need to become a unicorn (startups valued at $1 billion or more) and actually pay their investors back?

Andrew Buhrmann, President, Vettd

6. The Switch From Screening Candidates Out to Wooing Them

Particularly here in Massachusetts, I feel the employment market is shifting from a buyers market to a sellers market in a lot of disciplines. Most companies have been using recruiting methods and tools that are intended to screen out qualified people from masses of applicants. Now, I see our clients getting multiple offers and being in the market for shorter periods of time before getting offers, all of which indicates a sellers market is forming.

Companies that really want top talent will have to switch sourcing strategies and tools to ones that attract people rather than screen them out. Top talent probably wont be bothered dealing with screening tools like long, detailed online applications, prerecorded video interviews, etc., before they have a chance to talk with a manager to determine what is attractive about a particular role or why there is a compelling reason to be part of a particular company.


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