15 key recruiting trends for 2018 and beyond - md.shrm.org lee - 6 elements... · case study: •...

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15 Key Recruiting Trends for 2018 and Beyond

Tony Lee

Vice President – Editorial, SHRM

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Key Recruiting Trends

Traditionalist

Pre-1946

Baby

Boomer

1946-1964

Gen X

1965-1979

Gen Y

Millennials

1980-1999

Gen Z

2000-present

The Five Generation Workforce

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Trend #1: Millennial-ize Your Recruiting

Understand who they are:

• Born between 1980 and 1999 (ages 18 to 37)

• Now the largest single working generation: Comprise 38% of the workforce this year

• Will comprise 50% by 2020 and 75% by 2025

• 60% of employed Millennials are open to hearing about new job opportunities (Gallup)

• Average tenure: 2.3 years (BLS)

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Trend #2: Simplify job applications.

Poor completion rates for online applications results in the loss of top talent, poor word-of-mouth from candidates frustrated with the process and higher costs associated with abandonment in cost-per-click recruiting models, especially among Millennials.

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Online Application Issues:

• 50 percent of employers say the length of their job application process is a positive because it "weeds out" applicants.

• Yet 60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity.

• Recruiters can boost conversion rates by 300+ percent by reducing the length of the application process to five minutes or less.

• How? Remove "nice to have" questions that aren't required on first contact with candidates and limit the number of screens people have to navigate to balance what's convenient for recruiters with what's user-friendly for applicants.

Sources: CareerBuilder & Appcast

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Trend #3: Strong company branding is critical. If you don’t tell your story, others will do it for you.

Managing your brand and highlighting what makes you special across social media, Glassdoor and elsewhere is a basic requirement.

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Marriott Google

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Northside Hospital in AtlantaAmazon Fulfillment Centers

• .

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Trend #4: Maximize employee referrals.

Referrals are still the primary source of new hires. So why are most incentive payments so low? Some companies are turning every one of their employees into recruiters.

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Trend #5: Learn and embrace predictive analytics.

The role of HR metrics has grown dramatically. While you may not need to hire a full-time data analyst, you (or your vendors) should have the ability to measure the effectiveness of all aspects of your recruiting efforts.

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Recognize the difference between metrics and analytics:

• HR metrics are operational measures, addressing the efficiency and effectiveness of an organization’s HR practices – “what’s going on”

• Talent analytics focus on decision points that guide investment decisions which impact the workforce – “what to do about it”

Case Study:

• Metrics show that college recruiting efforts focused on elite schools attracts new hires at a higher cost-per-hire than average

• Analytics show that recruiting at elite colleges produces a lower retention rate and fewer employees who earn a 4 or 5 ranking after five years with the company than new recruits from state universities

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Trend #6: Think mobile first.

Once you’re offering candidates a clean, simple, well-branded mobile presence, you can focus on ways to grab their attention and differentiate your job opportunities.

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Components You Should Require:

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Maintains your company branding

Provides full tracking and reporting

Offers easy-to-read job descriptions

Allows bookmarking and an easy ability

sign up and apply to jobs

Integrated with Facebook, LinkedIn and

other SM for fast account creation & log in

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Trend #7: Build strong talent networks.

Learn to develop relationships with potential new hires long before relevant job openings are posted. One approach is to create “communities of engagement” through social media where candidates can learn about your work environment and interact with current employees.

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Social Media Research from SHRM:

• Recruiting via social media is well past the tipping point, with 84% of organizations currently using it and 9% planning to use it.

• The top reason organizations use social media for recruitment? Recruiting passive job candidates, 82% said.

• 36% of organizations have disqualified a job candidate in the past year because of concerning information found on a public social media profile or through an online search. But 39% allow candidates to explain information of concern before making a decision on hiring.

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Trend #8: Tech is great, but the personal touch is still required.

While technology rules recruitment, courting top talent once they’re identified requires a personalized message – as well as a promise that their career will flourish after they’ve joined your team.

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Start Retention Early


Before the new employee joins:

• Provide access to your social media company pages

• Highlight company happenings, such as volunteer activities and holiday events

• For fun: Ask the new hire to complete a quick survey with questions that ask his or her favorite candy & restaurant

On Day 1:

• Have a welcome message ready on his or her laptop: “Welcome Steve to the Accounting Department”

• Have a bag of his or her favorite candy on the desk to share with new colleagues & a restaurant gift card

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Trend #9: Video can replace in-person interviews.

The time needed to fly candidates to a national or regional office can delay extending an offer, which may cost you the candidate. As a result, more companies are relying on video for final interviews before extending an offer.

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Trend #10: Forge a relationship with relevant colleges and high schools.

Not finding the skills you need in the open market? Try working with institutions of learning to co-create curriculum in return for gaining the first shot at new graduates as they complete their studies. Great case study: The University of Waterloo.

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Trend #11: Why fight the relocation battle? Expand the use of remote employees.

Talented candidates have options, and not relocating for a job is a popular choice. So to expand your applicant pool (and your global footprint), consider allowing more remote workers.

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Telecommuting Update:

• 93% of employers say work-from-home programs benefit both the employee and company

• 75% say telecommuting has led to happier employees

• 37% say it has reduced employee absenteesim

• 48% of employees say they are less stressed and feel healthier when working from home

Source: Families & Work Institute

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Trend #12: Consider hiring more part-time and freelance contributors.

If the full-time talent you seek is too difficult to find or costly to hire, fill each open position with multiple employees who have embraced the “gig” economy.

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Trend #13: Source candidates where they live.

Niche networks – rather then general job boards - attract targeted applicants by function, industry, location, protected class and social media interests.

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Especially True for Disabled & Veteran Candidates

• Prompted by Section 503 of the Rehabilitation Act

• Mandates federally contracted companies to strive for 7% employment of candidates with disabilities within each job group

• That 7% applies to the entire staff for companies with fewer than 100 employees


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Trend #14: Hire more recruiters.

Talent acquisition isn’t a cost center that should be squeezed during every budget review. Hiring is an investment in the future and companies that adopt this belief will attract the best and brightest candidates.

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Trend #15: Pay at least as much as your competitors for talent.

Make absolutely sure that your total compensation package is competitive and, if one or more aspects are lagging, work with your senior management team to improve them.

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SHRM Talent Acquisition Support Resources

SHRM Talent Acquisition E-Newsletter

SHRM.org website:

• Talent Acquisition section

• New articles posted daily

• SHRM recruiting research surveys

• HR Magazine

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SHRM Conferences

Plan ahead for 2018:

SHRM Talent Management Conference

April 16-18: Las Vegas

SHRM Annual Conference

June 17-20: Chicago

More information at www.shrm.org

15 key recruiting trends for 2018 and beyond - md.shrm.org lee - 6 elements... · case study: •...

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