In 2015, digital marketers were greatly sought after. In fact, they were one of the most hired digital professionals of the year. They are also more in demand compared to project managers. By the start of 2016, experts say that we are already in the post-digital age. In other words, hiring digital experts are no longer as relevant as last year. Why is this so?
Entrepreneurs might doubt this sudden shift of hiring trend. But if you study the shift from 2014, the year for project managers, to 2015, the year for digital marketers, it might not be so shocking at all.
However, the predicted shift turned to be not true as digital marketers still topped as the most in-demand jobs in 2016. While there has little to no change in this area, there are new trends in the field of human resources, too.
Here are some of them.
Preparation for Small Applicant Pool
According to Adam Robinson, CEO of hiring software technology Hireology, a lot of companies are starting to make preparations for the shrinking number of workforce. Hireology found that in just about seven years, the number of trainable and promotable people will decrease by 10%. Thus, it's normal for those in business, especially in the hospitality industry to invest more in building their workforce.
In the light of this shortage problem, job seekers are searching for companies who offer better-earning power. And since employers are only too hungry for high-quality candidates, a lot of them have offered increased salary, better base compensation, etc.
Growth of Employer Branding
Companies screen applicants, but before they can do this, the candidates must first submit their applications. How do modern job seekers choose the company they want to apply to? The answer is obviously through the internet.
Job seekers usually don't bother to apply to a company which they can't find online. There are only a few reasons a business is not listed online yet. One, the company is technologically challenged. In which case, it has little chance of surviving in the modern market. Two, the company is not legitimate. A fake company won't bother investing in a website.
Since the evolution of employer-brand-focused websites, companies have been establishing and building their brand in 2016. The trend is actually helpful as candidates can know beforehand the culture, mission, and vision of the company. Thus, recruiters will have to screen only those who have agreed or believed in their company's goals.
Lucrative Referral Programs
In recent years, most hiring managers highly depended on employee referrals. This hiring metric is not only proven effective, but it's also time-efficient. In 2016, this trend has continued. In fact, employers have even ramped up their referral programs and have extended their referral bonuses externally.
Use of Improved HR Technology
The list will not be complete without mentioning HR technology. Experts have found that HR technology cross-platform has seen further growth this year.
Unlike the other years, however, companies are turning from using multiple vendors to focusing on their human capital management. As a result, technology is streamlined and directed towards video interviewing and applicant tracking. Integration of the two is seen as an advantage.
According to Miriam Groom, the Vice President of Groom Associes, "What any recruitment agency is really looking for in a talent management platforms is for them to enhance their recruitment solutions and support critical workflows. However, this was not achieved this year even though there was significant progress on it.
Exploration with Talents Analytics
Analysis of data in order to measure your hiring process is progressing became prevalent in 2016. There has been a shift from traditional recruitment methods to investing in analytics.
Putting everyday data into the recruiting intelligence makes it easier for the HR department to improve their system and create insights about their current and future employees. Thus, a lot of companies started investing in in-depth talent metrics. These metrics are used to measure whether candidates have the right experiences, competencies, and traits to succeed in their company.
Some of the companies are even using analytics to study their competitors' talent pool and search for candidates with the potential to join them.
Use of Social Media to Find Candidates
Social media has greatly influenced different industries. In recruitment, it offers a significant platform to investigate the candidate's qualifications.
While cover letters and resumes are still necessary, recruiters tend to take an extra step in checking out applicants' profiles. Why? What you post on your social media accounts greatly reflects your thoughts and attitudes. Thus, job seekers are advised to think before they create any post on Facebook, Instagram, or Twitter. If necessary, they should share and discuss issues within the field they're applying.