Improvement in the recruitment industry has been credited to technology, which has helped recruiters free up their time and better engage with candidates, consequently landing them jobs. But according to some, the task is unlikely to get any easier due to the current state of the talent market — meaning employers will need all the leverage they can get.
What will that leverage look like in 2019 and beyond? Recently, HR Dive discussed this with Irina Novoselsky, CareerBuilder’s CEO.
HR Dive: What do you think will be trending in recruitment in 2019 and beyond?
Irina Novoselsky: We have seen solid growth throughout 2018 along with low unemployment, increased productivity and improved consumer confidence, and we anticipate that this trend will continue into 2019. U.S. employers have shared this optimism which has fueled increased hiring for both full-time/permanent staff and gig workers.
With increased job creation there has been an upsurge in competition for talent which has exacerbated the impact of the skills gap in potential candidates, making recruiting challenging for employers. As competition intensifies, in addition to offering competitive salaries, companies are seeing that they need to be more aggressive about offering employee benefits and perks like flexible work hours, casual dress codes on Fridays and the ability to work remotely.
Employers also will need to put more emphasis on streamlining and increasing efficiencies in their recruitment and onboarding processes in 2019 to bring in top talent. A recent survey of hiring managers and employees that we recently conducted with SilkRoad indicated that 20% of candidates give less than 10 minutes to a job application, and 51% of employees continue looking for other jobs after an offer has been extended and they’re going through the background check process.
As we move into 2019, we are already seeing employers increasing their focus on campus recruiting, as 64% of businesses focused on hiring recent college graduates throughout 2018, and 39% of top companies leverage alumni networks when recruiting.
Employers also are looking overseas for key talent, with 23% planning to hire workers from other countries. Recruiters are even hiring former employees who left on good terms, as they know the candidate will understand the culture before joining the team.
Additionally, employers are planning to invest in employee training and development through reskilling and upskilling. When recruiting from outside their organizations, companies may also hire candidates who are not 100% qualified, but are on the right career trajectory and can grow with the company.
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