2017 Recruiting Trends

Overview

The New Year is here and companies have hit the reset button. With new budget, high growth objectives, and the need for talent, companies are ready to hire.

Many of the recruiting trends we saw in 2016 like employer branding, creative sourcing techniques, and new HR technologies will continue to play a critical role in 2017, along with new research.

There are 10 of the emerging trends the recruitment industry can expect to see in 2017.

3 Takeaway Themes

  • Improving Economy
    • Low unemployment rate
    • It’s a job seeker’s market
    • Companies are hiring around growth roles
  • Recruitment Technology
    • Advances in recruitment technology
    • Using data to hire
    • Improving interview speed and efficiency
  • Candidate Engagement
    • Recruiting partners with marketing
    • Mobile recruiting is here
    • Employer branding is a top priority
    • Improving workplace diversity

Improving Economy

1. Low Unemployment

According to the Bureau of Labor Statistics, we are experiencing one of the lowest unemployment rates since before the economic crash of 2009.

Economic Growth

The good news is that the economy has continued to show stable growth over the past few years. Employment and unemployment are driving forces behind the economic growth.

Companies have budget and have jobs to fill in 2017. Research shows that companies plan to continue to spend the same, if not more money, on their recruitment efforts.

With economic growth comes a low unemployment rate. According to the Bureau of Labor Statistics 2016 had one of the lowest unemployment rates since the before the economic crash of 2009.

2. It’s a Job Seeker’s Market

Employers are now competing more than ever when it comes to attracting and hiring top talent.

2017 will continue to be a job seeker’s market

With the need for talent and more jobs being added, candidates have more choices when it comes to choosing their next opportunity. Candidates have become more selective in their search, and are doing more research on employers.

According to the MRINetwork Recruiter Sentiment Study, 86% of recruiters feel that it is a candidate driven market. Also, 62% of employers feel the market is candidate-driven as well.

HR leaders will look to improve the candidate experience with higher levels of engagement.

3. High Recruitment Efforts Around Growth Roles

Sales, Operations, and Engineering

As companies look to grow revenue, they will be focused on building a core team of talent around roles that directly correlate to revenue growth.

According to LinkedIn’s Global Recruiting Trends Report, engineering, sales, and operations are the highest priority roles to fill for 2017. The demand for these roles is great. Companies need to adjust their strategies to target these talent pools.

Recruitment Technology

4. Recruiting Technology and Automation

Rather than focusing on technology that integrates with their ATS systems, companies need solutions that help them simplify the process.

More Insight to Streamline the Process

It’s no secret that recruiting the perfect fit for you company is no easy task. From sourcing candidates, posting jobs, screening resumes, setting up interviews, and moving candidates through the process to offer stage requires heavy lifting.

As the competition for talent heats up for 2017, recruiters need more resources to source, qualify, and manage the candidate pipeline. Rather than focusing on technology that integrates with their ATS systems, they need solutions that help them simplify the process.

People analytics aren’t new, but companies have been slowly adopting and optimizing their
recruitment technology. Recruiting technology enables companies to have better insight into
candidates and streamline the process.

5. Using Data to Interview

Managing candidate data in one easy-to-use platform.

Optimization is Key

With new technologies, recruiting teams will have more data around the hiring process. They will have a better understanding of what characteristics and level of experience that correlate with the job they are looking to fill.

They will be able to go past matching keywords on a resume to a job description, and alleviate the time to source candidates. They will be able to use past performance data and will be able to improve the interview process.

They will be able to better target and attract candidates that fit within their organization. They will have data in one manageable platform.

6. Measuring Quality of Hire

A slow hiring process will affect your organization’s ability to hire top talent.

2 key obstacles to growing headcount:

  1. Lengthy hiring process
  2. Shortage of candidates

Improving Time and Quality of Hire

Hiring data will be used to improve the time to hire and quality of hire. When measuring quality of hire, companies need to evaluate their time to hire metrics, candidate source, and retention rates.

Average time to hire:

A slow hiring process will affect your organization’s ability to hire top talent.

Candidate Engagement

7. Employer Branding

Employers are now competing more than ever when it comes to attracting and hiring top talent..

Employer Branding and ROI

Employer branding will continue to be a top recruiting initiative. Companies understand that

they need to engage candidates outside of a job description. Companies will continue to allocate a majority of their recruiting budget to job boards, even though it is not a top channel for quality hires.

Even though 80% of talent leaders agree that employer branding significantly impacts their ability to attract a stronger and more qualified candidate pipeline, the ROI is difficult to measure (LinkedIn).

Employer branding will not only draw in a higher volume of candidate traffic, but it will help recognize and qualify candidates.

8. Recruitment Marketing

Employers should plan to allocate more time to social media recruiting.

Improving Candidate Experience

To improve the candidate experience and drive qualified candidates to your company, recruiting will further partner with marketing.

To strengthen employer branding, improve candidate sourcing strategies, and enhance the candidate journey, marketing will play a critical role. Both marketing and recruiting understand that company culture is crucial for attracting and retaining talent.

According to Glassdoor, 69% of job seekers are more likely to apply to a job when there is
active employer branding . Instagram is one of the fastest growing social media platforms
and it enables companies to highlight and promote company culture.

9. Mobile Recruiting

The job seeker experience will continue to increase on mobile devices.

Mobile is Here

Mobile use and mobile engagement have continued to increase year-after-year and companies need to also adapt to the trend.

According to LinkedIn, over 70% of active job seekers have visited a company career site on their mobile devices, and over 40% have applied to a job on their mobile device. However, only 18% of job postings are optimized for mobile.

Mobile recruiting is on the rise and recruiters will need mobile functionality to better attract and engage both passive and active candidates. ATS technology will also need to become mobile responsive.

We will continue to see a demand for a simplified application process, allowing candidates to apply from their mobile devices.

10. Diversity and EEO Enforcement

Employers are now competing more than ever when it comes to attracting and hiring top talent.

Diversity and Transparency

Workplace diversity will continue to be a top priority in 2017. Companies will continue to

improve their acquisition strategies to attract diverse candidates.

Entelo’s 2017 Annual Recruiting Trends Report showed that over 67% of talent acquisition professionals report that their management team supports workplace diversity.

Diversification brings new ideas, boosts employee engagement, and gives companies a competitive advantage. Anonymous hiring, or blind hiring practices, will continue to be

implemented by using recruiting technology to help remove bias.

This also means there will be a continued push for more pay transparency and pay equity to help close the wage gap.

Recap

Get On Board

These 10 trends are already in effect as we kick off 2017. Companies and their recruitment teams will need to invest more into their employer branding initiatives, partner with marketing, and focus on using data to optimize their talent acquisition strategies.

Mobile is here, and companies must be quick to get on board. The new approach of treat candidates like customers has become increasingly important.

Companies will need to embrace the sales mentality and work to win talent. New technology and the push for diversification will give companies the competitive edge they need to grow their teams.

What does this mean for you?

Use a Solution…Not Just a Software

Software, data, and analytics can only do so much. Recruiting is still a people-focused approach. People hire people.

Don’t look for software alone to solve hiring challenges. Instead look for a solution that is adapted to meet all of these recruiting demands.

If you’re looking for talented sales professionals, Treeline, Inc. simplifies the sales recruitment process. Treeline introduces you to top sales talent, helping you manage the search and get your hires. Treeline combines software with industry knowledge to offer sales recruitment solutions that are equipped to meet the requirements of your search and budget.

Talk To Treeline

Partner with Treeline

Treeline, Inc. is a national sales recruiting firm that helps companies build high-output, world-class sales organizations. Treeline offers unique solutions to fit every sales search and budget.

Many sales recruiting firms will claim they are the best, but will fail to fill open sales roles. They often do not have the experience or expertise to consult

with you on your search. They will have little more than a resume to forward you. You need more insight and communication when it comes to sales hiring. You need a unique sales hiring solution.

See how effective a Treeline resume is in this Kate Miller example. Whether you’re hiring a business development representative or your next VP of Sales, and everything in between, Treeline can help.

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