qualigence international 2017 recruiting trends · 2017 recruiting trends 6 in 2017, organizations...
TRANSCRIPT
2017RECRUITING TRENDS
Whitepaper
QualigenceInternational
INTRODUCTIONAs 2016 draws to a close talent professionals will begin to shift their focus to the road ahead While noting where some methods have failed to achieve company-wide talent goals many will begin to search for more promising practices to help them get on track to meet and exceed expectations In this whitepaper we have compiled research from multiple sources to provide a view of what is to come in the new year and how to implement key practices rst thing rst quarter
2017 Recruiting Trends 2
CANDIDATE amp EMPLOYEE EXPERIENCE PRIORITIZED
2017 Recruiting Trends 3
2017 Recruiting Trends 4
The conversation around candidate and current employee experience within a company is not a new one but it is one that has ramped up signicantly in the last year As we look to 2017 wersquore looking to realistic ways to improve the hiring process and make a true working example of company branding and held values
With over 60 of job seekers reporting a negative candidate experience and 721 of them looking to share that experience on a job board like Glassdoor we need to embrace the reality that the business is being evaluated as well during the interview Often employees spend hours preparing resumes and applications only to have them shued into a large pile of unread (or skimmed) documents Candidates catch onto this as they fail to hear back from a suddenly unresponsive recruiter and they are all but ready to publicize this reality
of job seekers reporting a negative candidate experience
60o v e r 72
of those job seekersare looking to sharethat experience on a
job board
2017 Recruiting Trends 5
In 2017 organizations will be looking for immediate ways to change the way they hire Consider fundamental changes rst with your team performing the interviews The best way to ensure a foundation for a positive experience is to prioritize communication between internal teams and your candidate
Being responsive to applicant status is the foundation for a positive experience coming before free t-shirts and online surveys asking for feedback A whopping 60 of candidates say ldquobetter communication throughout and after the application processrdquo 2 would make the most positive impact Many employers even suggest utilizing automated response systems as a quick eortless way to update candidates on the status of their application3 While this certainly is not as eective as updating each candidate individually it keeps the lines of communication open while assuring that he or she will be notied of any changes
60candidates say ldquobetter communication
throughout and after the application processrdquo would make the most positive impact
2017 Recruiting Trends 6
In 2017 organizations will be looking for immediate ways to change the steps they take to get to a hire 314 of recruiters feel that an overly lengthy hiring process can be the rst deterrent to a positive experience causing a large pool of talent to drop out Theyrsquoll see the lag of responsiveness as a signal of how the company operates as a whole and if theyrsquore fast-moving millennials itrsquoll be sign of a potential culture clash
Relating to potential employees similar to how you relate to current employees is an attitude thatrsquos becoming more commonplace You donrsquot have to assign them to a cube for the afternoon or invite them to your holiday party but thinking oftheir experience as you do your potential customer puts the team in a mindset that they need to be ldquoonrdquo and ready to represent the company
ldquoCompanies need to start humanizing their candidate experience because job seekers can easily share their negative experiences online and decide never to apply to that company again Treat your candidates like you would your employees or customers because they have the power to refer strong candidates even if they donrsquot get hiredrdquo
- Dan Schawbel Research Director of Future Workplace and New York Times bestselling author of Promote Yourself
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
INTRODUCTIONAs 2016 draws to a close talent professionals will begin to shift their focus to the road ahead While noting where some methods have failed to achieve company-wide talent goals many will begin to search for more promising practices to help them get on track to meet and exceed expectations In this whitepaper we have compiled research from multiple sources to provide a view of what is to come in the new year and how to implement key practices rst thing rst quarter
2017 Recruiting Trends 2
CANDIDATE amp EMPLOYEE EXPERIENCE PRIORITIZED
2017 Recruiting Trends 3
2017 Recruiting Trends 4
The conversation around candidate and current employee experience within a company is not a new one but it is one that has ramped up signicantly in the last year As we look to 2017 wersquore looking to realistic ways to improve the hiring process and make a true working example of company branding and held values
With over 60 of job seekers reporting a negative candidate experience and 721 of them looking to share that experience on a job board like Glassdoor we need to embrace the reality that the business is being evaluated as well during the interview Often employees spend hours preparing resumes and applications only to have them shued into a large pile of unread (or skimmed) documents Candidates catch onto this as they fail to hear back from a suddenly unresponsive recruiter and they are all but ready to publicize this reality
of job seekers reporting a negative candidate experience
60o v e r 72
of those job seekersare looking to sharethat experience on a
job board
2017 Recruiting Trends 5
In 2017 organizations will be looking for immediate ways to change the way they hire Consider fundamental changes rst with your team performing the interviews The best way to ensure a foundation for a positive experience is to prioritize communication between internal teams and your candidate
Being responsive to applicant status is the foundation for a positive experience coming before free t-shirts and online surveys asking for feedback A whopping 60 of candidates say ldquobetter communication throughout and after the application processrdquo 2 would make the most positive impact Many employers even suggest utilizing automated response systems as a quick eortless way to update candidates on the status of their application3 While this certainly is not as eective as updating each candidate individually it keeps the lines of communication open while assuring that he or she will be notied of any changes
60candidates say ldquobetter communication
throughout and after the application processrdquo would make the most positive impact
2017 Recruiting Trends 6
In 2017 organizations will be looking for immediate ways to change the steps they take to get to a hire 314 of recruiters feel that an overly lengthy hiring process can be the rst deterrent to a positive experience causing a large pool of talent to drop out Theyrsquoll see the lag of responsiveness as a signal of how the company operates as a whole and if theyrsquore fast-moving millennials itrsquoll be sign of a potential culture clash
Relating to potential employees similar to how you relate to current employees is an attitude thatrsquos becoming more commonplace You donrsquot have to assign them to a cube for the afternoon or invite them to your holiday party but thinking oftheir experience as you do your potential customer puts the team in a mindset that they need to be ldquoonrdquo and ready to represent the company
ldquoCompanies need to start humanizing their candidate experience because job seekers can easily share their negative experiences online and decide never to apply to that company again Treat your candidates like you would your employees or customers because they have the power to refer strong candidates even if they donrsquot get hiredrdquo
- Dan Schawbel Research Director of Future Workplace and New York Times bestselling author of Promote Yourself
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
CANDIDATE amp EMPLOYEE EXPERIENCE PRIORITIZED
2017 Recruiting Trends 3
2017 Recruiting Trends 4
The conversation around candidate and current employee experience within a company is not a new one but it is one that has ramped up signicantly in the last year As we look to 2017 wersquore looking to realistic ways to improve the hiring process and make a true working example of company branding and held values
With over 60 of job seekers reporting a negative candidate experience and 721 of them looking to share that experience on a job board like Glassdoor we need to embrace the reality that the business is being evaluated as well during the interview Often employees spend hours preparing resumes and applications only to have them shued into a large pile of unread (or skimmed) documents Candidates catch onto this as they fail to hear back from a suddenly unresponsive recruiter and they are all but ready to publicize this reality
of job seekers reporting a negative candidate experience
60o v e r 72
of those job seekersare looking to sharethat experience on a
job board
2017 Recruiting Trends 5
In 2017 organizations will be looking for immediate ways to change the way they hire Consider fundamental changes rst with your team performing the interviews The best way to ensure a foundation for a positive experience is to prioritize communication between internal teams and your candidate
Being responsive to applicant status is the foundation for a positive experience coming before free t-shirts and online surveys asking for feedback A whopping 60 of candidates say ldquobetter communication throughout and after the application processrdquo 2 would make the most positive impact Many employers even suggest utilizing automated response systems as a quick eortless way to update candidates on the status of their application3 While this certainly is not as eective as updating each candidate individually it keeps the lines of communication open while assuring that he or she will be notied of any changes
60candidates say ldquobetter communication
throughout and after the application processrdquo would make the most positive impact
2017 Recruiting Trends 6
In 2017 organizations will be looking for immediate ways to change the steps they take to get to a hire 314 of recruiters feel that an overly lengthy hiring process can be the rst deterrent to a positive experience causing a large pool of talent to drop out Theyrsquoll see the lag of responsiveness as a signal of how the company operates as a whole and if theyrsquore fast-moving millennials itrsquoll be sign of a potential culture clash
Relating to potential employees similar to how you relate to current employees is an attitude thatrsquos becoming more commonplace You donrsquot have to assign them to a cube for the afternoon or invite them to your holiday party but thinking oftheir experience as you do your potential customer puts the team in a mindset that they need to be ldquoonrdquo and ready to represent the company
ldquoCompanies need to start humanizing their candidate experience because job seekers can easily share their negative experiences online and decide never to apply to that company again Treat your candidates like you would your employees or customers because they have the power to refer strong candidates even if they donrsquot get hiredrdquo
- Dan Schawbel Research Director of Future Workplace and New York Times bestselling author of Promote Yourself
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 4
The conversation around candidate and current employee experience within a company is not a new one but it is one that has ramped up signicantly in the last year As we look to 2017 wersquore looking to realistic ways to improve the hiring process and make a true working example of company branding and held values
With over 60 of job seekers reporting a negative candidate experience and 721 of them looking to share that experience on a job board like Glassdoor we need to embrace the reality that the business is being evaluated as well during the interview Often employees spend hours preparing resumes and applications only to have them shued into a large pile of unread (or skimmed) documents Candidates catch onto this as they fail to hear back from a suddenly unresponsive recruiter and they are all but ready to publicize this reality
of job seekers reporting a negative candidate experience
60o v e r 72
of those job seekersare looking to sharethat experience on a
job board
2017 Recruiting Trends 5
In 2017 organizations will be looking for immediate ways to change the way they hire Consider fundamental changes rst with your team performing the interviews The best way to ensure a foundation for a positive experience is to prioritize communication between internal teams and your candidate
Being responsive to applicant status is the foundation for a positive experience coming before free t-shirts and online surveys asking for feedback A whopping 60 of candidates say ldquobetter communication throughout and after the application processrdquo 2 would make the most positive impact Many employers even suggest utilizing automated response systems as a quick eortless way to update candidates on the status of their application3 While this certainly is not as eective as updating each candidate individually it keeps the lines of communication open while assuring that he or she will be notied of any changes
60candidates say ldquobetter communication
throughout and after the application processrdquo would make the most positive impact
2017 Recruiting Trends 6
In 2017 organizations will be looking for immediate ways to change the steps they take to get to a hire 314 of recruiters feel that an overly lengthy hiring process can be the rst deterrent to a positive experience causing a large pool of talent to drop out Theyrsquoll see the lag of responsiveness as a signal of how the company operates as a whole and if theyrsquore fast-moving millennials itrsquoll be sign of a potential culture clash
Relating to potential employees similar to how you relate to current employees is an attitude thatrsquos becoming more commonplace You donrsquot have to assign them to a cube for the afternoon or invite them to your holiday party but thinking oftheir experience as you do your potential customer puts the team in a mindset that they need to be ldquoonrdquo and ready to represent the company
ldquoCompanies need to start humanizing their candidate experience because job seekers can easily share their negative experiences online and decide never to apply to that company again Treat your candidates like you would your employees or customers because they have the power to refer strong candidates even if they donrsquot get hiredrdquo
- Dan Schawbel Research Director of Future Workplace and New York Times bestselling author of Promote Yourself
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 5
In 2017 organizations will be looking for immediate ways to change the way they hire Consider fundamental changes rst with your team performing the interviews The best way to ensure a foundation for a positive experience is to prioritize communication between internal teams and your candidate
Being responsive to applicant status is the foundation for a positive experience coming before free t-shirts and online surveys asking for feedback A whopping 60 of candidates say ldquobetter communication throughout and after the application processrdquo 2 would make the most positive impact Many employers even suggest utilizing automated response systems as a quick eortless way to update candidates on the status of their application3 While this certainly is not as eective as updating each candidate individually it keeps the lines of communication open while assuring that he or she will be notied of any changes
60candidates say ldquobetter communication
throughout and after the application processrdquo would make the most positive impact
2017 Recruiting Trends 6
In 2017 organizations will be looking for immediate ways to change the steps they take to get to a hire 314 of recruiters feel that an overly lengthy hiring process can be the rst deterrent to a positive experience causing a large pool of talent to drop out Theyrsquoll see the lag of responsiveness as a signal of how the company operates as a whole and if theyrsquore fast-moving millennials itrsquoll be sign of a potential culture clash
Relating to potential employees similar to how you relate to current employees is an attitude thatrsquos becoming more commonplace You donrsquot have to assign them to a cube for the afternoon or invite them to your holiday party but thinking oftheir experience as you do your potential customer puts the team in a mindset that they need to be ldquoonrdquo and ready to represent the company
ldquoCompanies need to start humanizing their candidate experience because job seekers can easily share their negative experiences online and decide never to apply to that company again Treat your candidates like you would your employees or customers because they have the power to refer strong candidates even if they donrsquot get hiredrdquo
- Dan Schawbel Research Director of Future Workplace and New York Times bestselling author of Promote Yourself
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 6
In 2017 organizations will be looking for immediate ways to change the steps they take to get to a hire 314 of recruiters feel that an overly lengthy hiring process can be the rst deterrent to a positive experience causing a large pool of talent to drop out Theyrsquoll see the lag of responsiveness as a signal of how the company operates as a whole and if theyrsquore fast-moving millennials itrsquoll be sign of a potential culture clash
Relating to potential employees similar to how you relate to current employees is an attitude thatrsquos becoming more commonplace You donrsquot have to assign them to a cube for the afternoon or invite them to your holiday party but thinking oftheir experience as you do your potential customer puts the team in a mindset that they need to be ldquoonrdquo and ready to represent the company
ldquoCompanies need to start humanizing their candidate experience because job seekers can easily share their negative experiences online and decide never to apply to that company again Treat your candidates like you would your employees or customers because they have the power to refer strong candidates even if they donrsquot get hiredrdquo
- Dan Schawbel Research Director of Future Workplace and New York Times bestselling author of Promote Yourself
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 7
If those candidates do become employees itrsquos still HRrsquos responsibility to build on their experience within the company Going intothe new year 83 of HR professionals believe that employee experience is crucial to the organizationrsquos success5 When consulting their employees they reported the following improvements that could boost the ldquoexperiencerdquo metric5
1 More training (56) Studies show that employees donrsquot just want more training in fact over 60 of trained employees wish that it was more relevant to their position6 Vague unspecic direction does little for the motivated employee Providing thorough skills training allows an employee to truly thrive 2 Improve work space (51) Positive healthy working environments have been shown to decrease employee turnover and increase productivity Paired with ldquostrong relationships between co-workersrdquo are shown to increase workplace happiness by 507 Rather than investing in beanbag chairs or scheduling six bring-your-dog-to-work days in a row employers must consider the location where their workplace culture takes place 3 More rewards (47) While some employees place compensation above all else others emphasize non-monetary incentives such as benets and exibility This is especially true for Millennials of which 63 are willing to telecommute Employers must recognize what workers truly desire and meet them where they are at in order to maintain a competitive edge and attract top talent
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 8
INVEST IN EMPLOYER BRANDING
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 9
By acknowledging the impact of reputation on the ability to attract top talent and tell the story of candidate and employee experience many organizations will look to dene their standing as a brand According to the Global Recruiting Trends 2016 report 62 of corporate talent acquisition managers considered the issue a ldquotop priorityrdquo Teams are coming together over this trend with 47 already divided employer branding tasks with marketing departments8
The thinking behind this trend is actually quitesimple just as employers research their candidates candidates research potential employers Based on what they nd or hear perfectly qualied individuals might take their skill sets elsewhere This leaves some employers scrambling to nd the right talent while wondering why it canrsquot be found
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 10
The goal is to form a positive reputation for oneself in order to encourage a large applicant pool Those who
successfully build their brand do in fact see ldquo2x the amount of applicants per jobrdquo when compared to thosewho fail to brand themselves LinkedIn found that 84
of people would leave their job for a more positively-branded company Put simply reputation does
matter and your brand is a living thing
Because positive branding drives a larger pool of applicants this also cuts costs for the employer - that isby 43 per hire9 While investing in employer branding
remains costly upfront it actually saves expenses and results in better talent in the long run As for
the employee on the other hand compensation is not always the driving factor Half of all employees claimthat they would never ldquowork for a company with a
bad reputation - even with a pay increaserdquo Employers must be conscious of the fact that they
might lose top talent even if their compensation packages are up to par
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 11
When it comes to the actual practice of building an employer brand social media still holds strong as the source of information No other platform can spread candidate and employee experiences - both positive and negative - to the public so quickly and on such a wide scale Of course candidates are privy to this 62 of these candidates ldquoresearch companies on social media before applyingrdquo 76 of those who ended up applying even perused the companyrsquos employee proles on LinkedIn10 Employers must not forget that an online presence can still make or break a hire
76 62
of those who ended up applying even perused the
companyrsquos employee proleson LinkedIn
of candidates ldquoresearch companies on social media
before applyingrdquo
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 12
QUALITY OF HIRE METRIC MOST VALUABLE DATA
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 13
While successfully hiring a new candidate is certainly a rewarding moment for a recruiter his or her job must not end there As employers and recruiters begin to realize that the recruiting process continues as the candidate adjusts to the new role metrics such as ldquoquality of hirerdquo come into play Indeed the importance of this metric cannot be expressed enough In fact according to the same report 39 of corporate talent acquisition managers agree that it is the ldquomost valuable metric for performancerdquo 8
The quality of hire metric is intended to measure how t the candidate truly is for the job at hand According to the 2016 Global Recruiting Trends report it is often measured with the following11
50 New hire performance evaluation 49 Turnover or retention
43 Hiring manager satisfaction
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 14
Furthermore according to LinkedIn users most quality hires can be found within social professional networks (43) online job boards (42) and referral programs (32)8 But how should recruiters utilize these mediums in order to truly maximize their quality of hire metric
bull Intake Sessions - One of the most common areas of miscommunication within the recruiting process lies between the hiring manager and the recruiter Recruiters often fail to understand what it is that the hiring manager is looking for in a candidate due to a lack of questions lack of understanding about the role or other communication barriers Emphasize productive intake sessions to encourage better communication between both parties bull Better Understanding of Candidate - What are the candidatersquos drivers Where do his or her priorities lie Where has heshe succeeded or failed in the past and how will that translate to future work Simply asking the right questions can eliminate future misunderstandings bull Relationship Building - Just as internet relationships can feel fragmented and incomplete in the real world they donrsquot thrive in the business world Talk to the candidate ask questions or even meet in person as much as possible Forming a relationship allows you to determine whether or not the candidate is culturally t for the role at hand while it also provides you with the opportunity to ask about previous experiences
The more varying information you have on a candidate the more likely you are to make the right hire and increase next yearrsquos most valuable metric
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 15
CONCLUSIONOur research has shown that the prioritization of candidate experience investment in employer branding and reliance on the quality of hire metric will greatly inuence the year to come In order to fully capitalize on such changes recruiters must be become aware of their implications and work with internal teams to prepare for implementations Staying ahead of 2017rsquos trends provides a window of opportunity for recruiters to stay ahead of competitors reach out to sources more ecientlyand improve their own skill sets in the year to come
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 16
Works Cited 1 ldquoCandidate Experience Studyrdquo Workplace Trends 14 June 2016 workplacetrendscomcandidate-experience-study 2 Careerarc ldquo23 Surprising Stats on Candidate Experience - Infographicrdquo 23 Surprising Stats on Candidate Experience - Infographic | CareerArc 22 Aug 2016 wwwcareerarccomblog201606candidate-experience-study-infographic 3 Auto Responder Sample for Human Resources | BCJobsca Blog Np 13 Apr 2016 Web 29 Nov 2016 4 Slater Ben ldquo17 Crucial Recruiting Statistics for 2016rdquo Beamery Blog 11 May 2016 blogbeamerycomrecruiting-statistics-2016 5 Schawbel Dan 10 Workplace Trends Youll See in 2017 Forbes Forbes Magazine 1 Nov 2016 Web 29 Nov 2016 6 Jtiell Employees Need Relevant On-The-Job Training - Root Inc Root Inc Np nd Web 29 Nov 2016 7 Okyle Carly Is Workplace Culture Overrated (Infographic) Entrepreneur Np nd Web 29 Nov 2016 8 Mauer Roy Quality of Hire Top Metric for 2016 Quality of Hire Top Metric for 2016 Np 4 Jan 2016 Web 30 Nov 2016 9 Shriar Jacob 5 Shockingly Simple Ways To Build Your Employer Brand Ocevibe Np 31 Aug 2016 Web 30 Nov 2016 10 hrinasia Do You Think Your Employer Brand Can Be Ruined by Social Media - HR in ASIA HR in ASIA Np 17 Sept 2016 Web 30 Nov 2016 11 How Early Is Too Early to Start Measuring Quality of Hire | EWS EWS Np 24 Nov 2016 Web 30 Nov 2016
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom
2017 Recruiting Trends 17
About QualigenceQualigence International is the largest Recruitment Research and professional search rm in the United States and proudly serves as a unique alternative to traditional retained or contingent recruiting models
wwwqualigencecom