5 recruiting trends to watch out for in 2017

Following the seasonal rise in employees giving notice as part of the New Year, many organizations are setting out their recruitment priorities for the coming twelve months. Identifying the right talent to match your business needs and culture can be a tricky task. We welcome Karthik Subburaman, Country Manager or ECC International (ECCI) and Apex Global Learning, who shares his learnings and insights into the top recruiting trends for 2017.

recruiting trends

A company is only as good as its people. Until automation makes us all obsolete, employees are the gears and bolts without which the wheels of business cannot turn. Having workers who not only excel in their positions but collaborate with one another is paramount.

For this reason, recruitment is one of the most important activities a company undertakes, and it should be treated as such! Finding the right employees can be the difference between success and failure as an organization.

It pays to know where recruitment professionals will be looking for the next generation of talent to lead the future. Last year, social media played a crucial role in recruitment, and that trend will only continue to exert its influence as more and more people realize the importance of social media. Below are the trends we predict for the coming months:

1. Fast feedback

The rise of social media makes it easier for customers to reach companies directly. The same happens for recruitment.

Companies should be ready to answer recruitment questions immediately on their online social media accounts. Gone are the days when one had to wait for a call or an email from the company to know the results of an interview. These days, Millennial applicants expect a quick response.

2. The giggers

The employees of the future will value flexibility and mobility when it comes to finding a job. Companies, then, should not only be ready to hire contractual or independent workers but also be prepared to pay them like regular employees.

The gigger is paid for their talent and experience, not for their physical presence in the office. A company should be open to considering the wealth of talent available to contractual workers instead of limiting their search to only workers wanting a fulltime job.

In particular, independent workers are an advantage for startups because they can cut costs of hiring and maintaining an office. This also means that startup companies can hire more or fewer workers based on client demand per business cycle.

3. Strengthen brand equity

An employer must consider their reputation as a brand to work for. Does it still attract millennial job seekers?

In a way, recruitment is selling a product (the company) to a potential consumer (the employee). Thus, job seekers now want not only a good job, but also a brand name that they can be passionate about. For this, recruitment will turn to using video more often to promote their company as a reputable, exciting, and trustworthy brand.

4. Employee satisfaction

The race to find talent to fuel a company will lead recruitment officers to turn to technology for ways to maintain employee retention. The goal is to cultivate employee engagement that allows them to find their jobs and corporate community fulfilling. This can be through a combination of social media engagement online and offline engagement through health and wellness programs and other social events.

5. Data is king

With the improvement of intuitive AI programs, recruiters will move from posting vacancies on job boards to using online databases to search and match candidates. Companies and their recruiters will also need to expand their job search to account for diversity in the workforce, as is required by both the law and public opinion.

Whatever trends face the future of recruitment, the goal will always be the same: to hire the best and keep employees happy.