Top Talent Acquisition Trends That Will Remain Relevant
How will you ensure that your recruitment efforts are "state of the art"?
By Paul Sandusky
For many organizations, 2017 started off with a bang. I don't have a crystal ball, but feel the following recruitment trends that gained momentum at the start of the year will continue to influence talent acquisition well into 2018.
Trend No. 1: Transparency is Still Key
People's desire to know the truth about a company is not a fad. Job seekers are continuing to approach the job search in the same way that they go about making a major consumer purchase. I can only think of three things more stressful (getting married, buying a house, starting a family) than switching jobs. Potential applicants no longer want to rely on the company's job description. They want to see what it is truly like to work at a company. They want to learn about the company's culture on platforms (e.g. social media, smartphones, etc.) that they are comfortable with, and trust as a credible source of information. If they can't find out about you, others and the organization on these platforms (especially from third-party review sites), they'll be left to wonder "What are they hiding?"
Having said this, transparency is one of our core values at Ceridian, so we always encourage employees to write anonymous and constructive feedback on sites such as Glassdoor, which many -- including those who are already part of our organization -- see as a gateway to getting a real sense of what we're doing right, and where we can improve.
We also have realistic conversations with candidates during the interview process -- sharing with them not only the opportunities and challenges that the organization and role present, but also our expectations for them and the team. This type of honesty allows us to find people who are a real fit for the organization, helping ensure longer-term retention because we're upfront and transparent from the start.
On the same topic of transparency -- HR professionals will continue to be pulled into the realm of marketing. They'll be forced into not just promoting jobs and talking about fair compensation (that's table stakes) but also why those jobs matter at the company, how they lead to career growth, and what working at the company is really like.
HR professionals will need to showcase their organization's corporate culture across a variety of channels (mainly social and mobile). This will need to be a multi-channel approach, consisting of promoting jobs on LinkedIn, highlighting fun at work or corporate social responsibility initiatives on Facebook, and sharing work culture on Instagram via the handle @LifeAtYourCompanyNameHere.
Tips for HR professionals and others taking stock of company messaging and best communication mediums:
--Google the company. What do you see? What can you find? What's missing?
--Ask people who work at the company where they spend their time on social media (this will help determine which social media properties are most relevant for the organization)
--Do all the above on your mobile device because 45 percent of job seekers use their mobile devices to search for jobs at least once a day
--Measure your social media efforts to see what is working and adjust accordingly (you can leverage analytic tools within social media platforms or partner with colleagues in marketing to get access to data on HR social campaigns)
Above all, remember that people love stories, so work with your employees (your best advocates) to share their stories as to why they love working at your company.
Here at Ceridian, for instance, all employees -- not just the People department -- are encouraged to get trained and involved in social media, as part of our "street team." They are our front-line ambassadors, helping highlight career opportunities, Fun at Work activities and volunteer community initiatives through Twitter, Facebook, Instagram and our external blog. Through employee storytelling and shared experiences, candidates get a first-hand sense of our company culture and values.
Our employees are also profiled on our careers site, giving candidates a glimpse of the wide variety of people from various departments and several viewpoints on what individual employee like about working at Ceridian.
Trend #2: Candidate Experience Still Counts
Tied closely to transparency is the way a company treats applicants during each phase of the application process. Understandably, not everyone is a fit, but all job applicants need to be treated with respect. Remember -- if they're not a fit for the organization today, they could become a good fit a year or two down the road or they may know someone else who's an excellent fit. If you treat your job applicants poorly, they may never consider your company again.
Tips for HR professionals and others who are evaluating their candidate experience:
--Apply to the organizations jobs yourself, to test if the application process is easy and seamless, and do so on a mobile device
--Review communication to candidates who have applied and work with an ATS vendor to personalize your automated responses
--Survey candidates (not just the ones that were hired) who got through various stages of the interview process and ask them what did they like and what can the organization improve on
--Work with the Hiring Managers and anyone who interacts with applicants to ensure they are providing timely feedback and acting as Ambassadors for the company
Trend #3: Relevant Recruitment Metrics Will Matter
2017 has already seen a greater emphasis placed on recruitment metrics that are relevant to the businesses that talent acquisition leaders are supporting. It's no longer about cost per hire or time to fill, but rather metrics that directly affect strategic goals like increasing revenue, productivity or innovation. Examples of metrics that will continue to inspire business leaders to act include:
Quality of hire
--Measuring the percentage of new hires who after three months, six months or one year are still with the organization and/or measuring the percentage of those new hires who have been promoted since they started is one way to go about determining the quality of hire
--Measuring the number of positions filled by internal candidates vs. external hires is another way to gauge quality of hire
--Lastly, measuring employee engagement and benchmarking these scores against external best practice numbers supports quality of hire metrics as engaged employees are likely to be more productive
Time to productivity
--Measuring the number of customer support issues that are resolved by the new hire during a period of time is one way to determine time to productivity if your employees work in customer service
A tip for HR professionals and others looking to leverage metrics in decision making: Discuss which metrics are most relevant to the business with senior leadership to make sure they are aligned with the goals of the organization.
With these trends in mind, may the rest of your recruiting season this year continue to be prosperous and successful.
As Ceridian's vice president of talent acquisition, Paul Sandusky is responsible for leading a team that finds and keeps "superstars" for all North American business units. Prior to joining Ceridian, Paul was Senior Vice President of Operations for Dayforce (acquired by Ceridian in 2012). Follow him on Twitter @PaulSandusky.