03 Sep 2020
19 Jan, 2017
BY Julia Ryder
If you’re in the business of recruiting, you know how hard it is to lock down top talent. Based on our research, 2017 will be more competitive than ever. The industry continues to evolve and adopt new technology, which means you have to be on top of your game. So before you start building out (or finishing up) your plan for the new year, take a look at our top hiring trends for 2017.
It’s no secret that productivity is the key factor to growth, but in order to be productive, employees need to be happy. In a study by Workplace Trends, 83% of HR representatives stated that “employee experience is either important or very important to enhance customer experience.” Additionally:
Whether we like it or not, today’s job market is candidate driven. Just as a negative customer experience can impact your company brand, a negative candidate experience can impact your employer brand. Instead of leaving it up to the candidates to do all of the research, companies are now starting to showcase communication packages that include ratings of their company, profiles, and ratings from their interviewees.
With the rise of the feedback culture, companies are seeking alternative solutions for employee satisfaction. In fact, 60% of job seekers have had a poor candidate experience (Tweet This Stat), and 72% of them reported them to employer review sites like Glassdoor or Great Place to Work.
Odds are if employees aren’t happy, they aren’t engaged. Highly engaged employees are 2.5 times more likely to stay at work late if something needs to get done, more than three times as likely to do something good for the company that’s not expected of them, and more than five times as likely to recommend a friend or relative to apply for a job at their company.
Whether comments are coming from an online source or a customer, feedback is extremely valuable. Companies will begin to create incentives for feedback and be as transparent as possible with their colleagues, superiors and direct reports. They’ll educate their employees on the value of constructive feedback and seek out to destroy any destructive habits.
Thanks to the gig economy, a new kind of diversity has emerged in the workplace. With the rise of temporary jobs, a variety of employees will be working side-by-side including permanent full-time staff, part-timers and freelancers. This year you’ll see more and more employees on the hunt for a new job with better work-life balance. The dispersion is due to many factors, but number one is personal freedom. In a recent study, Millennials are roughly two times more likely to leave a job after two years, 1.5x more likely after five years, and half as likely to stay after 10 years, compared to Generation X and Baby Boomers.
The blended workforce will encourage diversity in the workforce and reduce the fees associated with full-time workers. The Freelance Union predicts that “at least 40% of the workforce will be freelancers in the next few years.” (Tweet This Stat) With fewer full-time jobs to be had, the temporary route will be the best way for job seekers to keep their skills current and eventually land regular employment.
To further illustrate this point, Sarah Kessler of Quartz Media touches on the gig economy and how companies are embracing it as an actual management strategy. All you have to do is take a look at the graph below and you’ll see the massive increase in percentage of workers engaged in non-traditional arrangements over the past 20 years. The workforce is changing, which means companies have to adjust, and there’s no doubt 2017 will follow suit.
Automation isn’t the end all of all jobs as we know them, but it does require workers to up-skill and employers to focus on training programs to help their employees develop new skills. HR departments have always been in charge of tracking applicant paperwork and managing on-boarding. This process is becoming more efficient with the integration of automated applicant tracking systems (ATS), but there’s definitely room for growth. Through more robust and innovative technology, companies like Greenhouse, Gusto and Zenefits are helping HR departments establish better recruiting skills while upping their competitive advantage.
The recruitment process will continue to change. Candidates are predicted to move even faster than they did in 2016 due to increased competition and urgency for specialized skills. Employers will need to offer higher incentives and respond to talent as talent becomes available.
To lessen the demands, many companies are outsourcing functions of their hiring process or even their entire recruitment process to a third party. In fact, according to a recent research by Gartner Inc., more than three-quarters of employers currently outsource at least one HR activity. Outsourcing helps companies save time and money and leaves the grunt work to the experts. For larger companies compliance can sometimes be a risk, as can legal liability, and the on-demand workforce can grant extra layers of protection.
HR professionals will be applying people analytics differently than they normally do this year. Recruiting will become more predictive with open-ended surveys so they can better identify who to interview. In a recent study by CareerBuilder, 33% of companies will work to refine their own pipeline of talent by hiring low-skill talent and investing in training so they can reach high-skill ability. These technical and soft skills will be essential to get hired, and you can expect companies to continue professional development with their employees as they’re hired.
With more Millennials in the workforce and employees working remotely, there’s no doubt that the workplace will continue to embrace a more casual and employee-centric environment. Sure, you can expect to see a lot more graphic tees and Levi’s, but more importantly you can expect a rise in employee satisfaction and workgroup diversity. We’re looking forward to seeing how these trends play out in 2017!