Trends in Recruitment 2016

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Trends in Recruitment 2016

The advances in technology have been playing an inevitable role in the way the recruiters approach the prospective employees. What could be more significant in a fast-moving world than keeping up with evolving trends? Unfortunately, many employers are so busy that they overlook or fail to consider these important emerging trends in the recruitment industry.

  • Outsourcing the Recruitment:

These days HR Managers, being over occupied in retaining talent, opt for outsourcing the process of recruitment. A recruiter may draw required personnel from outsourcing firms. These outsourcing firms can be consultancies or professional service providers. The firms provide assistance in shortlisting the candidates out of the mass number of similar applications. These shortlisted candidates are sent to the organization for the final interview. In turn, the outsourcing companies or the consultants charge the organisations for their services.

  • Video Resumes becoming Prominent:

The usage of “Video Resumes” is increasing because of their strong influence. If a picture is worth 1,000 words, think what a video is worth! A video resume is more startling and engaging. Most successful recruiters consider video resumes to be the best way to have a quick gape at the overall personality of the candidate. They expedite the overall recruitment process as the recruiter doesn’t need to go through the rambling resumes. Moreover, video resumes are believed to be more authentic and plausible. Video resumes can be uploaded by the candidate himself or can get done by the professionals also. One of the best source to get your video resume is “myglobalcv”. Besides creating a perfect video resume, it provides you ample opportunities for working in various organizations across the globe.

  • Social Sourcing:

Sourcing or recruiting candidates over the internet is critical to success today. The granddaddy of these sources is LinkedIn, which sells the LinkedIn Recruiter tool to HR organizations. Other top social sites for web recruiting include Jobster, Facebook, Jobfox, Twitter and Simply Hired. Such sources provide you a glimpse not only at the professional profile of the candidate but also at the social life and culture of the candidate.

  • Employers Broadening their Sourcing Scope:

Having insufficient skilled candidates, employers have to and have been getting creative about hiring and exploring new sources for recruitment. For the same reason, if the recruiters don’t broaden their scope of recruitment, they may miss out the quality stuff. Moreover, in this highly competitive labour market, employers are increasingly looking beyond just the skills and experience. From the big three criteria most often used to hire new talent—personality, aptitude and experience—it’s experience that has the most wiggle room. Today, companies are looking for those candidates who perfectly fit in the culture of the organization and have an attitude to learn and incline their goals towards the organization’s growth.

  • Boomerangs becoming a prime target once again

Boomerang rehires have proven to be the best hire sources, and the shortage of quality hires will return them to eminence after years of negligence. As the competition for talent heats up, the organizations have started to re-energize their alumni groups to use them as a source to bring on board the proven talent. This increased importance of boomerang hires will eventually lead to boomerang rehires reaching nearly 15 percent of all hires.

All said and done, in this rapidly changing global environment, everyone has to keep pace with the changing trends. If a recruiter wants to dominate in recruiting marketplace, he will have to move fast in order to stay ahead of the trends and the adopted practices of your competitors. If he delays in his action, probably, it will be impossible to “catch up”, because your competitors will be persistently moving ahead. To stay ahead and to build a competitive talent advantage, don’t wait for your new year’s budget to kick in before you start developing your plan for addressing the upcoming problems and for taking advantage of looming talent opportunities.

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