3 Talent Acquisition Trends You Need To Know In 2016

By: Will Staney, April 2016

Here are the talent acquisition trends which are originally posted on the Ere Media blog:

Talent acquisition has undergone a significant transformation in the last five years. With 76% of the online population now on social media, it has never been easier to find and source candidates online. However, the social web has also made recruiting more complex as candidates are becoming more segmented across the web. So, while it’s easier than ever to find talent, the challenge is in the outreach. With so many organizations jumping on the social recruiting bandwagon, it’s becoming harder to get a response from top candidates since it’s likely they are not actively looking or are being contacted by other companies too.

So what can a talent acquisition leader or recruiter like you do to succeed in today’s increasingly competitive talent landscape?

Here are some of the key trends you need to know to win a top candidate’s attention and hire the best talent out there.

  1. Positive Candidate Experience & Engagement

The rise of social and consumer technologies have changed candidate expectations when they interact with your company in the hiring process. Historically recruiting may have been impersonal and transactional, but today’s candidates expect more personalized communication, interaction and transparency from employers.

More than 80% of today’s shoppers conduct online research before making a purchase. Just like a sophisticated consumer, candidates are researching your company to help them decide whether they will apply or accept a job with your organization. They want to learn more about your company’s mission and the problem you’re trying to solve for the world. They want to know the challenges they’ll get to tackle and the impact they’ll get to make in their role. They want to get to know the people who actually work at your company.

Candidates want a simple, straight-forward and quick experience when applying for a role. If you’re asking candidates to spend more than 10 minutes on an application, it’s likely too complicated and you can expect to see a big drop-off rate.

And according to the 2015 Candidate Experience Research from Talent Board, candidates want stronger communication throughout the hiring process. An automated “thank you” email simply isn’t enough anymore. If they’re not moving forward in the process, they want timely, honest feedback on why they’re not selected.

42% of job applicants who suffered a negative candidate experience say they would never apply to that company again. And 34% of candidates would even turn to social media and publicly share their negative experiences on their networks, which can be extremely damaging to your company’s employer brand and recruiting efforts.

  1. Data-Driven Talent Acquisition Technology & Strategy

The good news is that companies today have lots of great options for technology solutions to not only help them find, engage and deliver a great candidate experience to top talent, but to also measure and generate data-driven insights to further optimize their recruiting performance.

Today’s social recruiting, talent sourcing and engagement technologies are doing the manual, time-consuming administrative work for recruiters – the tasks that have made recruiting impersonal and transactional – and they’re giving time back to recruiters so they can focus on the “human” aspect of working with candidates throughout the hiring process, building relationships and developing a strong talent pipeline for your organization.

Many talent sourcing solutions also have engagement capabilities built in, such as employee referral technologies, helping recruiters to automatically match people in your employees’ networks to open roles within your company. And many ATS systems today have open APIs and enable integration of other technology solutions, allowing you to implement the best tools that will give you a leg up on your competition.

But what ultimately differentiates great from good HR organizations is that the great ones are taking full advantage of the recruiting data enabled by these tools, technologies and systems, to regularly measure, analyze and apply actionable insights to optimize their talent acquisition strategy for both short and long-term success.

  1. Targeted Employer Branding & Talent Attraction

Don’t try to be all things to all people. Yes, it’s tempting to not leave a potential candidate out, but in an effort to attract everyone, you’re also attracting candidates who are either not a good fit or are unqualified for the roles you’re hiring.

Successful employer branding isn’t about attracting everyone, but attracting the right people who will thrive at your company. In all your employer brand content and messaging, be honest and specific about what your brand stands for, what it’s really like working at your organization (the good and the bad), and the types of people will be successful there. This will help candidates screen themselves out if they’re not a good match, which ultimately helps you optimize your recruiting funnel to attract the right people to your company.

With today’s candidates on at least one social media network, you need a multi-channel approach to reach and engage as many target candidates as you can on the platforms where they’re spending time. Just like marketing, you need to go where your talent is.

And to win a top candidate’s attention and interest in your company, you need a dynamic content strategy to tell, share and engage them with your employer brand stories utilizing a variety of formats, such as video and blogging that are most appealing to your target candidates.

By tying these three aspects together, you can ensure you are driving real change to your team’s recruiting capabilities, and are delivering strategic value to your business by attracting, engaging and hiring the best talent your company needs to succeed today and tomorrow.

Source:

Staney, W. (2016). https://www.eremedia.com/sourcecon/talent-acquisition-trends/

Announcement
Essentials of Managing Change and Employee Transition
MAY 30-31, 2019

Adjusting to organizational changes is always a challenge, and resistance to such change is a very common human response. This program provides a transition process for individuals going through change and a change leadership framework to understand resistance to change and how to manage it. The organization must have a systematic approach when dealing with […]

The Influential Partner
June 18-19, 2019

The Influential Partner is a part of the MasterClass Series for HR Business Partner which is a globally and professionally developed program for the HR Professionals to meet the demands and changing environment of the organization. This module takes you on a journey on how to build a credible and productive relationship in the workplace. It highlights […]

Positive Discipline
June 20-21, 2019

This program reinforces the participant’s working knowledge of acceptable standards of behavior in the company. They will understand the role of positive discipline in correcting employee performance problems and help achieve a positive turn-around in performance. Learn and apply the basic concepts behind “due process” through case study analysis. They will be given opportunity to […]

Effective Conflict Resolution and Solving Employee Performance Issues through Mediation
June 27-28, 2019

Conflict comes in many forms in the business world, involving people and practices. Mediation is an effective means of dispute resolution for any dispute without requiring a third party determination. In this program, the participants learn the basics and conflict management. They will understand concepts and models in mediation as an effective vehicle for conflict […]

Managerial Leadership
July 11-12, 2019

Join us this July 11-12, 2019 for our Managerial Leadership Program. Learn the difference between Management and Leadership, and acknowledge the key role of managerial leadership in achieving results. Practice the key management skills of Planning, Organizing and Controlling, as well as leadership skills of staffing and team building. Leadership is an important factor of […]

Building a Culture of Innovation in the Workplace
July 11-12, 2019

Organizations (profit or non-profit) are facing change like never before. Driving forces to this change include a rapidly expanding marketplace (globalization), and increasing competition, diversity among consumers, availability of and accessibility to new forms of technology and even a changing workplace culture. Creativity and innovation are keys to the success of a business. Leaders need […]

Strategic Decision Making
July 18-19, 2019

Strategic Decision making is a process of making long term decisions, which affect the way the company moves forward. It is vital for the organization to plan, analyze and properly execute their plans. Learn how to assess complex situations, analyze problems, and manage risks. This will allow participants to be able to recommend decisions, which […]

Coaching for Higher Performance
July 30-31, 2019

Leaders has a crucial role in achieving the goals and strategies of their organization or company. They act as drivers of the Organization, steering the hired Human Capital that act as key resources and talents in the path that the Organization wants to achieve. Coaching is nowadays recognized and used as a Leadership and Management […]

Articles
Newsletter

Subscribe to receive our latest updates


View our clients’ testimonials