Employers Plan to Hire More With Less In 2017 – Here’s How
This past summer, the Bureau of Labor Statistics (BLS) reported a record-high number of job openings in the U.S. A recent report from LinkedIn also revealed that 56% of talent acquisition leaders predict their hiring volumes will increase next year.
Considering those two figures, you might expect employers to be hiring lots of recruiters for 2017, right?
Maybe not. According to LinkedIn’s Global Recruiting Trends 2017 study, only 32% of talent acquisition leaders expect the size of their recruiting teams to grow over the next year.
The study stated, “The recruiting teams that are growing are focusing mostly on finding full life cycle recruiters and employer branding specialists, indicating the increasing importance of the company’s image.” We’ve been writing about the use of technology and digital marketing strategies in the context of recruiting for years, and we find this quote as well as the data fascinating.
In this post, let’s discuss some of the factors enabling this trend of hiring at a greater volume with a team that’s not necessarily bigger. In particular, we’ll explore the impact of automation, employer branding, and inbound recruiting.
Automation as a Recruiting Tool
Although the recruiting space has traditionally been seen as slightly behind the curve in terms of technology adoption, that’s all changing fast. The SaaS-ification of tools that were traditionally expensive and difficult to obtain is impacting all business functions. Recruiting is no exception.
Recruiting automation, much like marketing automation, helps to improve efficiency and reach while reducing the required amount of manual work. With more companies leveraging recruiting automation tools, people can simply be more productive.
Automation can streamline so many aspects of job distribution, scheduling, reporting, social recruiting, hiring, and much more. This is likely key to hiring more with less or the same headcount.
The Rise of Employer Branding
Years ago, you’d be hard pressed to find many job descriptions with the title “employer branding specialist.” Now, according to the report from LinkedIn, 26% of talent acquisition leaders said they’d be hiring for this position (over sourcers, HR generalists, and recruiting coordinators).
At Jibe, we recently released the results of our latest study, 2016 State of Employer Branding. 41% of companies reported having a formal employer branding program. Only 17% said they had employees in their company with the words “employer branding” in their title. We mentioned in the report that we expect this to change in 2017, and LinkedIn’s data supports that.
There are many reasons companies may invest in employer branding. Our study asked recruiters about their main employer branding priorities.
The top choices, particularly “gaining publicity for our company as a place to work” and “making it easier for recruiters to attract candidates,” go hand in hand with the idea of a future where recruiting teams do more with less.
It’s so clearly obvious when companies aren’t putting any effort into their image as an employer. Employer branding is a proactive recruiting strategy. We’re happy to see more companies will be appointing someone to manage it in 2017.
Inbound Recruiting and the Future
If you’ve been reading our blog, then you know we’re perhaps the biggest proponents of inbound recruiting out there.
The ways candidates search for and apply to jobs has fundamentally changed because of the internet, and companies need to adapt to that. From a long-term, strategic perspective, it’s dangerous to ignore that if you want to continue hiring great people. That’s where inbound recruiting comes into play.
Inbound recruiting is the concept of attracting, nurturing, and converting job seekers with strategies and tactics that reside at the intersection of recruiting and marketing. It’s an investment in the inbound channels (social, SEO, content, PPC, email, etc) that ultimately drive job seekers to the jobs on your career site.
Executed effectively, inbound recruiting can reduce the need for as many recruiting resources and also lower costs over time. Some companies have been putting resources into this area, and it’s probably impacting their hiring mix.
Just One More Thing
Despite the idea that employers can do more with less by investing in recruiting automation, inbound recruiting, and employer branding, we’re still living at a point where time to hire continues to trend upward. This is either a sign that companies aren’t making decisions fast enough, or, worse, they aren’t getting enough qualified candidates.
Calibrating and optimizing these three resources will take time. But hopefully we’re able to share some interesting stories soon on the employers that are able to positively impact recruiting metrics and KPIs with less resources. Stay tuned!
Interested in the topic of employer branding? Check out our new eBook, The 2016 State of Employer Branding. This eBook is key for companies both starting or well into their employer branding journey: