Category Archives: Recruiting Trends

Talent Acquisition the Data-Driven Way

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Visier’s The Demand for Data-Driven Talent Acquisition report is a very quick read and gives some interesting data to consider as you plan for your 2017 talent acquisition activities. The opening paragraph of this short white paper sets the stage for some interesting data points:

“With countless recruiting-related technologies and assessment options on the market, business leaders might expect that measuring the long-term impact of talent acquisition is a practice that’s well-established and effective. A survey of hiring managers, however, suggests that the reality is just the opposite.”

The bottom line is that still, after massive investments in recruiting technology, it’s still tough to predict the long-term quality of hires. And measuring the impact of the recruiting process is becoming job #1 for many recruiting organizations because their clients, hiring managers, are expecting more.

200 hiring managers from across the U.S. – from a number of industries – took a survey in October 2016. All of the respondents were from organizations employing more than 8,000 people with over $1 billion in annual revenue. The size of the responding employers may well be irrelevant in the discussion of talent acquisition and what continues to challenge organizations of all sizes.

The report is fairly straightforward – just 8 questions are reported in this paper. Two that stuck out to me are pretty obvious, but also pretty revealing:

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It’s no surprise that managers in larger organizations – remember the respondents were hiring managers not HR or recruiting professionals – want the recruiting process to be improved. Other questions and data in the report show why that would be the case. Hiring managers in larger organizations appear to be challenged by the effectiveness of their recruitment support teams. But beyond finding the right people who will stay in the job, hiring managers also want more data-driven processes when looking for new talent. Data-driven business processes abound in larger organizations and hiring managers are expressing deep interest (70% of them!) in employing data-driven processes for talent acquisition. Makes sense to me.

Visier publishes these bite sized reports fairly often and I enjoy reading them. They open windows of simple (and sometimes all too obvious) insight that can be quite useful.

 

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Filed under Big Data and HR, China Gorman, Data Point Tuesday, Hiring, HR Analytics, Recruiting, Recruiting Trends, Talent Acquisition, Visier

The State of the Recruitment Industry

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I recently ran across this:  Global Staffing Trends 2017:  The State of the Recruitment Industry. This little report from LinkedIn would be easy to dismiss, but I encourage you to take a look. It’s written for search/staffing firms. Not for corporate or in-house talent acquisition folks. So unless you’re a third-party staffing firm, not so interesting, right? Well, I’d encourage you to take a look.

I’ve had issues with LinkedIn’s research before, but this is a pretty straight-forward and easy to consume report. Won’t take you 10 minutes to read. But if you’re an in-house talent acquisition professional, you should read this. The trend information is pretty interesting.

Here are the top 4 takeaways as LinkedIn defines them:

Staffing firms expect to grow in 2017.

68% of staffing firms expect the size

of their firm to increase in 2017. They

intend to hire more recruiters, sourcers,

marketers, and coordinators during the

course of the next year.

 

The volume of placements will increase.

79% of staffing firms will see an increase in

the volume of candidates placed in 2017.

Despite this, an overwhelming number of

recruitment firms say that they still place

candidates in 2 months or less.

 

Budget goes to traditional tactics, but

branding tops investment wish list.

While nearly 50% of budget goes to

traditional sources, if given unlimited

funds, staffing firms would prioritize

business development, branding and

investing in better sourcing tools.

 

Social recruiting, candidate diversity,

and screening automation are the trends

defining the future of recruiting.

Using social and professional networks to

generate new business and recruit more diverse

candidates are on top of recruiters’ wish list.

Another prominent trend is the automation of

the screening and hiring process.

So why should you care?

Well, staffing firms think you’re going to be hiring more people in 2017 and that you’ll use their services more than you did in 2016. That means they think their businesses are going to grow year-over-year. They are staffing up to meet your growing demand for their services and that could mean they’ll have fewer experienced and proven professionals working on your searches. You may need to stay closer to those firms and the assignments you give them to ensure that your brand is being represented well in the talent marketplace.

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While staffing firms think business will grow next year, they still expect to complete their assignments in two months or less. That’s interesting. Even if they do hire additional experienced staff, is it realistic to expect fast, great talent matches in the same period of time? Maybe. Maybe not.

Staffing firms would also really like to beef up their business development investments as a priority. So that means you’ll be called on more frequently by firms you’ve not engaged with previously. Gird yourselves for a sales and marketing onslaught.

And finally, understand what new kinds of technology your third-party recruiting firms are using to ensure that your brand is being cared for appropriately. Are you OK with the most of the steps in the funnel being automated? If you’re not, your search firm needs to know that. And if you are, how automated are those steps? And will they promise to eliminate the black hole in the search process?

If you use third-party recruiters, this report is interesting. How often do you get to see inside the budgets, investments, strategies and business planning of your providers? I think this information will help you manage these relationships and contracts, and help you create a win-win relationship with these mission critical partners. And make no mistake, any provider/partner/vendor who touches your talent is mission critical.

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Filed under China Gorman, Data Point Tuesday, Linkedin, Recruiting, Recruiting Technology, Recruiting Trends

It’s Tough Being a Recruiter

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The new JobVite 2016 Recruiter Nation survey analysis is in. (I wrote about last year’s survey here.) And, as usual, it’s interesting. The JobVite folks surveyed 1,600 recruiters – customers and non-customers — from the U.S. This is the ninth such annual survey of recruiting professionals and most of the answers and analysis are what you would expect. Competition is fierce; there’s a talent shortage; culture fit is becoming more important for employers; hiring is increasing.

But there were a few surprises:

  • 86% of recruiters don’t believe their companies will make layoffs within the next 12 months
  • Only 10% of recruiters think their companies will replace jobs with “robots” in the next 2-3 years
  • Only 42% of recruiters said their company’s career site supports mobile
  • Just 43% of recruiters leverage Facebook in the recruiting process

It’s interesting that recruiters think that layoffs aren’t coming at their companies – and neither are robots. I wonder if that’s wishful thinking? I wonder if recruiters are involved in those kinds of decisions.

It is surprising, however, that with all the readily available date about job seeker behavior that more companies aren’t investing in mobile apply. This chart shows clearly the rationale for that investment:

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And while 67% of job seekers use Facebook to research companies and their cultures, only 47% of recruiters use Facebook to vet candidates during the hiring process. Missed opportunity? Probably.

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These are just a couple of the gems in this year’s Recuiter Nation survey. Enjoy!

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Filed under China Gorman, Data Point Tuesday, JobVite, Recruiter Nation, Recruiting Trends