From the blog

Looking Back at Recruitment in 2015, and Recruitment Trends in Store for 2016

January 4, 2016 9:24 am by
Categorised in:

2015 is the year of major changes in cyber technology. Not only have there been splendid developments in cyber security but there have also been great developments in recruitment processes. Here’s a quick look at the recruitment trends we observed in 2015 and also a glimpse of the recruitment trends to expect in 2016.

Recruitment Trends in 2015

Quality of Recruitment

Recruiters are looking into costs that make the recruitment process expensive. These include costs like retention expenses, the cost of rehiring employees after resignation of old employees, the cost of training new employees, time required for training different types of new hires, and other related costs. The solution of all these costs lies in recruiting highest quality employees – a fact that made Quality of Recruitment the top priority for all recruiters.

Social Recruiting

The term social recruiting refers to vacancy posting and candidate selection by using social network as medium. LinkedIn, the trend-setter of social recruiting, has been joined by Facebook and Twitter for social recruiting processes.

Talent Branding

Talent branding refers to establishing the public image of your company as one of the ideal most places to work at. It attracts more people even if you don’t advertise vacancies. Companies have established online vacancy application processes for candidates who wish to work with your organisation. Some companies have also established complete vacancy portals to create your profile and update your resume to be considered by the employers.

Recruitment Trends for 2016

The recruitment process in 2016 will be easier, more organised, and very cost-effective. Here are some recruitment trends to expect in 2016.

Cloud Recruitment Technology

The most modern trend in recruitment is of cloud recruitment technology. The automated software posts vacancies, compares resumes with company requirements, shortlists resumes, schedule interviews and submit the details to employer. The extensive functionality and features of the technology streamlines the recruiters workload and maximises the potential to attract top talent.

Blind Interviewing

Irrelevant information, the power of voice, dominant personality and beauty are some of the factors that may compel the managers to take biased decisions during interviews. Blind interviewing refers to the implementation of techniques that eradicate biasing factors from recruitment process. For example, visuals can be ignored by conducting an online test before interviewing the candidates. The power of voice can also be ignored in this way. Irrelevant information can be ignored by creating an online portal and requesting the candidates to fill the portal with required information only.

Video Advertising

Video allows the recruiters to include brand impact in their ads along with delivering the messages in shortest possible time. Video advertising of vacancies is also expected to be seen in 2016.

Video Interviewing

Video interviewing allows recruiters to watch recorded interviews at a convenient time for them. This provides the recruiter with a further insight into the candidate without having to actually meet them.

Recruiting Innovators

Successful organizations like Facebook, Google, Amazon, Apple and Microsoft make the difference by recruiting innovators. These organisations sell ideas more than the products. In order to become part of the frontline organisations, many other firms are also adopting the trend of recruiting innovators and the business industry is ready to make this trend as one of their top priorities in 2016.

As a fact, all trends don’t leave similar impact on all organizations. If you want to dominate the market simply by adapting to modern recruitment trends then start by testing trends occasionally and then making them foundation stones of your recruitment policy.

Tags: , , ,

No comment so far

Leave a Reply

Your email address will not be published.