Recruiting Trends To Watch In 2016

It’s all about digital

When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone 100-percent digital.

“From the résumé to the search to the interview, we’re moving toward a digital hiring model,” said Bob Myhal, CEO of NextHire. “Résumés will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. By 2016, innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method.”

Jon Bischke, CEO of Entelo noted that digital profiles are able to provide far more insight into a candidate, as many recruiters have realized.

“Twenty years ago, the résumé was a piece of paper,” Bischke told Business News Daily. “Now, it’s a collection of all [candidate] data that can be found online, like participation in online communities, conferences and meetups. Recruiters can assess whether a person will fit, and learn if he or she has the right skills for a job.”

For out-of-area candidates and first-round interviews, the phone call is quickly being replaced by the more-high-tech video interview, too.

“More and more employers are leveraging webcam and video interviews to streamline the hiring process,” Myhal said. “We are already seeing a steep uptick in one-way videos where applicants record their interviews for later on-demand viewing. Live, two-way webcam interviews will also experience tremendous growth over the next three to five years.”

Engaging the ‘passive candidate’

More and more of Generation Y will be entering the job market in the coming years, and will soon make up the largest percentage of the workforce. Employers are quickly learning that these workers have different expectations about the hiring process than past generations.

“Raised on technology, [millennials] do not accept many legacy concepts of recruiting and work,” said Marley Dominguez, CEO of Haystack. “To be effective, recruiters are going to need to engage Gen Y candidates in new ways.”

This is especially true of “passive candidates” — individuals who aren’t necessarily seeking a job, but are open to new opportunities, Myhal said. While some employers have no shortage of applicants who reach out as soon as an opportunity is posted, this is no longer the norm for most companies.

“Today it’s far more important for a recruiter to be proactive when finding candidates,” Myhal said.

If you aren’t doing this already, Bischke advised looking for candidates through their social media profiles and anywhere else they have a Web presence, since today’s professionals expect employers to search for them and take their online branding and positioning very seriously.

More-sophisticated data analytics

Using social networks and other digital profiles as candidate search tools has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research could end up taking hiring managers away from their most important task: actually hiring.

“It is not efficient to manually sort through profiles and social network data,” Dominguez said. “We expect that the next trend will be not just sourcing social and mobile recruiting data, but actually applying intelligence to summarizing the important information.”

High-quality analytics programs have already been applied to customer data to help businesses make better strategic decisions. Candidate information will increasingly get the “Big Data treatment” so recruiters can quickly and easily locate the best people for the job.

“Cloud-based hiring tools will allow recruiters and hiring managers to easily and affordably find, evaluate and organize top job candidates, while innovative assessment and filtering techniques will help provide a 360-degree holistic view of top applicants,” Myhal said. “Through biometric data, companies like will better predict which candidates are most likely to be a good fit for a position, and which are not.”

Data analytics may even help recruiters discover which passive candidates are better to approach.

“One of the ways Big Data is impacting recruiting is around using social data to identify people who are more likely to be open to new opportunities,” Bischke said. “[Tools can use] people’s online public footprint to help predict when they might be ready to leave an employer and seek a new job.”

While digital tools will never fully replace the human instinct necessary for identifying the right candidates, staying on top of technological trends could be a recruiter’s biggest advantage going forward.

“You need to take advantage of the new tools and resources that allow you to move beyond the résumé,” Myhal said. “This will help ensure you’re finding the righthire and ultimately saving your business time, headaches and cold, hard cash.”

Originally published on Business News Daily