What We Can Expect From the Recruitment Industry in 2015

What We Can Expect From the Recruitment Industry in 2015 by @HRTMExec

This post has been contributed by Jeanne MacDonald, President, Global Talent Solutions, Futurestep. If you’d like to be a contributor, please contact us.

What We Can Expect From the Recruitment Industry in 2015 by @HRTMExec
 As the economy strengthened in 2014, businesses focused on allocating greater resources to manage their workforces. While rebuilding and expanding is on the corporate agenda, organizations are increasingly focused on the quality of hires over quantity, using innovative solutions in HR technology to source smarter. We can expect this to gain momentum in 2015 as companies hone their talent management processes to acquire specific types of candidates, while consolidating recruitment processes to become more streamlined.

In line with this, the five key trends that we believe will shape the global recruitment and talent management industry in 2015 are:

  1. Mobile makes it easier – Tap and apply. The use of technology solutions has advanced rapidly in the recruitment space largely to meet demand from candidates so that companies ‘meet them where they live.’  As such, it’s no surprise that mobile has stood-out this year, with almost 50 percent of job seekers globally now searching and applying for jobs using a mobile device. By putting mobile strategies first, whether sharing optimized content or facilitating video interviews on-the-go, businesses can not only extend their talent pool by engaging passive, hard-to-reach candidates, but also enhance their employer brand by creating a functional and enjoyable candidate experience.
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  2. Talent data capture enables C-suite decision making. Organizations are truly learning from the technology and data that’s available to them today. With so much information on offer from outsourced activity such as apps, assessments, and exit surveys, the HR department should be using the entire employee lifecycle to gather insight. Better incorporating processes, from applicant tracking to career development analysis, into candidate management systems will give HR a complete view of its recruitment function. As well as ensuring activities are more seamlessly integrated, this intelligence will enable the department to align talent strategy with business strategy and, ultimately, prove its strategic value to the C-suite.
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  3. Niche becomes the norm. Now that organizations grasp the power of data, this year the challenge will be to prove ROI on all activities using analytics. At the recruitment level, a plethora of channels are now available to brands to reach prospective candidates. However, niche talent requires a focused strategy and organizations need to be clear on the touch points that fit best with the type of candidate they are looking to attract, implementing specific, quality processes over a multitude of different measures.
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  4. Streamlining for success. The next twelve months will see many global organizations operating with a global versus multi-country strategy, turning to centralized models to manage their business and talent strategies. To increase efficiency and accelerate growth, leaders will implement shared services structures, allowing the streamlining of hiring process and cost reduction to ensure a consistent experience for candidates. Looking ahead, businesses must be sure not to adopt a one-size fits all model, being conscious of the maturity and priorities of different markets, as well as specific cultural nuances to attract desired skills sets.
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  5. Tailored tech takes off. There is so much innovation and technology available to support talent management, but with many offerings in the early stages of development there will be a shake out as certain vendors start to capture market share in all areas, whether that is mobile, psychometrics, or video interviewing.  Organizations, particularly global ones with multiple business lines, want consolidated real-time information on-the-go to help them make informed decisions. A third party, such as a talent consulting provider, which can identify, implement, and streamline best-fit technology, will help to drive both a company’s talent acquisition strategy and its business agenda.

2015 is going to be an exciting year for the HR department. With many predictions examining how recruitment and talent management are becoming more focused, we can expect to see organizations streamlining their recruitment function over the next 12 months.

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Jeanne MacDonald FutureStepJeanne MacDonald is the President of Global Talent Solutions for Futurestep. Futurestep’s solutions business, which includes RPO, Projects and Consulting services, sees Jeanne responsible for business development, solution design, technology architecture and services, talent advisory services, and service execution strategy.

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