Recruiting Technology Trends 2016: What Employers Should Know
With the Dow Jones Industrial Average now over 18,000 and the NASDAQ capping 5,000 this past Monday, the “Great Recession” continues to become more and more of a distant memory—one that most of us are happy to let fade away. For talent acquisition professionals, this should mean a gradual return back to normalcy.
Recent research, however, has indicated otherwise. Data from the U.S. Bureau of Labor Statistics shows U.S. job opening growth outpaced hiring growth, with many experts citing that skilled jobs are the ones going unfilled. It is this combination of unfilled jobs and a shortage of skilled labor that forms the basis for the “talent war” so many are referring to today.
Winning this war will take much more than just working harder to find talent. In many cases, it requires an IT and recruiting strategy overhaul.
In this post, we’ll put this issue into perspective by looking at how leaders are thinking about and responding to the need for talent, as well as discuss how next-generation talent acquisition technology can help fill these concerning gaps. We’ll look into some of the key recruiting technology trends for 2016.
Data: CEOs on the Talent War
As the foremost leaders, CEOs often have the best of idea of how their organization is operating as a whole. Taking the collective thought of these leaders can provide the pulse for how all organizations are operating in general—which is exactly what PriceWaterhouseCoopers did with its 17th Annual CEO Survey.
Taken by1,344 CEOs hailing from almost 70 countries, the survey asked a number of questions on talent management. For this post, we’ll highlight two.
First, CEOs were asked if finding professionals with the right skills was a threat to their organization’s growth prospects. Shown below, 63% felt this was a major concern, up from 58% the year prior.
In an accompanying question, CEOs were asked in which operational areas action would be taken as it relates to these threats and business trends. Interestingly, 93% reported currently or planning on making changes to their talent strategies—more than any other area listed.
Together, these data points show why more companies are refining focus on and ameliorating strategies for talent acquisition. With difficulty finding the right talent, clearly those that can do so effectively will carve out a competitive advantage and be better positioned in the talent war.
Recruiting Technology Trends For Talent Acquisition
Because people are the lifeblood of so many organizations, the results of PwC’s survey come with little surprise. If there is an issue with attracting talent that may impact strategic goals, CEOs will know about it. Addressing those issues, though, falls under the responsibly of HR. Talent acquisition professionals must have the right tools to get the best people in the door.
With legacy ATS systems often falling short and so many new and exciting innovations available today, a discussion about talent acquisition tools could easily go in many directions. But for the sake of brevity, we’ll discuss those that today’s leading companies are leveraging to maximize their potential to connect with top candidates, while driving improvements in the process over time.
In 2016, these recruiting technology trends and tools tend to include:
- Mobile Apply: For many talent acquisition professionals, an alarming number of applicants are conducting their job search from a mobile device. This is alarming because most companies have yet to optimize their application process for mobile. If an application’s UX involves zooming in and out to fill out every field, there’s no doubt applicants are bailing during the process. Companies should be evaluating tools to resolve this problem.
- Job Distribution: Recruiters should no longer be manually posting job requisitions to boards—their time is more valuable than that. Automated talent acquisition solutions have virtually eliminated the need for this. Now, talent acquisition professionals can easily distribute requisitions across geographies and channels, keeping track of them in a central location.
- Analytics: Maximizing user experience as well as efficiency and precision in distribution are keys for successful talent acquisition, but without next-generation methods for tracking and analyzing the associated data, professionals are left pulling together disparate, disconnected data that doesn’t share a complete picture. Analytics solutions provide an entire view of your recruitment pipeline, with drill-down tools to see what’s working and what’s not.
As today’s job market is more competitive than ever, it will be those companies that take the time to evaluate and invest in modern recruiting technology trends and tools that are the ones that will be positioned to not just fill empty jobs, but fill them with the right people.
What are your thoughts on recruiting technology trends in 2016? Let us know!
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