Keep up with the latest hiring trends!
Last week we took a journey back in time. A time before 2017 when everything was oh so different. We were fresh-faced and wrote a 6 instead of a 7 at the end of the year. Other than that, things are pretty much the same right? Well, we took a look back at the 2017 predictions for the future of recruitment.
We want to put these predictions under a microscope and see if they really measured up.
Based on answers from 4000 talent acquisition (collected in 2016) LinkedIn began to put a perspective shape to the future of recruitment in 2017. We’re going to take three of their predictions and analyze their accuracy now they can we can look back on the year that has been.
1. 37% of TA leaders consider recruiting more diverse candidates to be one of the most crucial impacts on the future of recruitment.
According to Recruitingtrends, 46% of the companies they surveyed have a diversity initiative in place. Additionally, 64.7% of the management teams within those companies strongly support diversity in the workplace as a goal. John Bischke, CEO and Founder of Entelo, added that “Success stories may be limited and best practices are still in their infancy, but I believe that the new breed of recruiter that has emerged — driven by data, focused on engagement and led by globally diverse leaders — is well up to tackling the challenges that lie ahead.”
As the workforce begins to see a shift towards a new generation millennials in leadership positions you can be sure to see some changes this year and continuing for years to come. In these new positions of managers, executives and leaders millennials are likely to bring with them a new interpretation and fervour increased diversity and inclusion. According to a recent Deloitte study, millennials describe diversity and inclusion much differently than previous generations. a result, once millennials are in a position of greater power, we’ll likely see these changes in workplace diversity.
However, this article dives into the lack of real action around improving the diversity issue in tech companies. Are TA leaders all talk and no action?
2. TA leaders would like to invest more money in employer branding. But unfortunately, it’s not a priority.
Budget restraints are always a useful shield to hide behind. Everybody can understand the restraints that a tight budget can place on any department in a business. LArger budgets are allocated to departments and projects that can prove a decent return on investment with tangible metrics. Unfortunately, it’s hard to produce a nice excel sheet for employer branding.
For TA Talks, our original video series of discussions with TA leaders, We sat down with Charu Malhotra– employer branding expert behind big brands like Primark and Unilever to discuss the employer branding landscape in 2017.
Do you think the experts were correct about the underlying desire for improvements when it comes to employer branding? We think it’s pretty clear that the large companies are fully bought into the benefits of employer branding- but what about the companies that don’t have large budgets?
If you’re interested in kickstarting your employer branding efforts to attract more candidates here are the very first steps you need to take to create a really effective branding profile for your company.
3. TA leaders value employee referrals over all other methods of sourcing when it comes to finding successful candidates.
Our webinar with Broadbean’s partner SocialRefferal has some amazing stats supporting the benefits of employee referrals and how companies can leverage their existing staff’s social networks to find more candidates.
Recently we published an article about why you should stop posting on job boards that was met with a mix of profound agreement and howls of virtual disbelief! It’s not a new idea but it still caused major controversy! This view would support the even percentages of TA leaders that value job boards, referrals and social networks. The Global Recruiting Survey which collected responses from approximately 2000 recruiters showed that social media is incredibly influential when it comes to sourcing.
It’s interesting to note that despite what TA leaders predicted, actual recruiters have ranked internal referrals as low as 10% when it comes to sourcing great candidates.
What do you make of these predictions and how they measured up? How do you think they will progress in 2018? Let us know by joining our SocialTalent Community discussion group!