As the year 2016 begins, HR managers, recruiters, and sourcers will find themselves faced with many difficult challenges that are reflected in the following 2016 hiring trends. Employment figures have been steadily rising from the lows this country experienced during the 2009–2011 recessionary years, when there were only approximately 139 million Americans employed, to an expected 151 million American workers in 2016. This represents a growth of over 2 million jobs compared to the 2015 total of 149 million. With so many emerging jobs to fill, it is critical to the success of your organization that your hiring practices and strategies allow you to find, evaluate, and quickly hire the most desirable candidates, keeping in mind the following trends:Trend #1 – Hiring Will Be More Difficult
With an increase of 2 million jobs, the retirement of baby boomers, and an election year primed to keep unemployment low, hiring will continue to be tough for all jobs to be sure.
That said, there are nine categories of jobs that will be particularly tough to hire in 2016 and beyond. Often, this is due to the explosion in the job market as the need for new and different skill sets evolves. Such is the case for Data Scientists (4.4 million jobs available in coming the years), Electrical Engineers (currently 17 jobs for every available candidate), General and Operations Managers (613,000 open jobs by 2022), Home Health Aides (600,000 needed by 2022), Information Security Analysts (2.7 million needed in 2016), Medical Services Managers (73,000 needed within the next six years) and Software Engineers (223,000 needed by 2022).
Another condition that will be making hiring difficult is the lack of candidates with the necessary skill sets and qualifications. This is true for Physical Therapists (229,000 will be needed in 2016, while only 196,000 are currently available) and Registered Nurses (525,000 retirements against a need of 1.05 million by 2022). The impact of aging baby-boomers and the explosion of IT-related fields is readily apparent in these figures.
Trend #2 – Hiring Times Will Be Compressed
Because of the exploding job markets and lack of qualified candidates discussed in the first trend, the competition for highly qualified candidates will be fierce, with many candidates receiving multiple job offers. It will become necessary to compress hiring times as much as possible. Roth Staffing contends that 2016 will require no more than 4–5 days between the interview and the job offer for in-demand jobs. This kind of compressed hiring time is an important way to hire the best candidates before they are lost to your competitors.
Trend #3 – Younger Workforce
As the baby-boomers exit the workforce, they are being replaced by Millenials, who currently comprise 35% of the workforce, with 47% expected by 2020. Millenials have been in the workforce so long now that one in four managers will be a Millennial in 2016. Early Gen Z (1994) is also starting to enter the workforce in large numbers. Your talent acquisition process must be designed to capture the attention of these younger workers and allow them to respond to job openings in a manner that is comfortable to them.
Trend #4 – Consumer-Quality Technology
Younger workers, and tech-savvy candidates of all ages, will be expecting to interact with your company’s technology in a manner similar to the way they interact with the Internet on a daily basis. This means that your recruitment technology and career sites must be intuitive, social, and mobile-friendly. This is the best way to compress hiring times and appeal to the new generations of candidates.
Trend #5 – Brand More Important
According to LinkedIn, nearly 60% of organizations will be investing more in building their brands in 2016. The fact is that typically, only 1-3% of candidates that reach your jobs online ever apply. For the other 97-99%, your career sites and social properties had best reflect your unique and desirable employer brand. In a tight hiring environment, your online content will be highly valuable in more effectively “selling” candidates on your jobs, benefits, company, and culture BEFORE they ever apply for a job.
Trend #6 – Video on the Rise
Video will become an increasingly important means of conveying your brand. You will find it being used to conduct job interviews, post job descriptions and keep your talent pool warm as part of your CRM efforts. It only makes sense that as mobile recruiting becomes more prevalent and younger workers become the focal point of recruiting efforts that video takes center stage as an easily digested, mobile-friendly way to communicate with potential applicants.
Trend #7 – Recruiting & Marketing Merge
The most successful recruiters will need to integrate more deeply with their company’s marketing department. In 2016, 47% of recruitment departments will be working with their marketing departments to improve the employer brand, conduct sourcing, engagement ,and nurture campaigns for candidates, as well as measuring the results of these efforts. Marketers understand messaging, brand, and campaign execution and measurement, making this a natural combination for 2016.
Trend #8 – Hands-Free Recruiting
2016 will see an increase in the adoption and use of automation to perform those recruitment tasks that were previously done in a laborious, manual manner. This means that tasks such as job distribution, sourcing, candidate engagement, scheduling, and selection will need to be more fully automated in intelligent ways to help meet hiring demand in a difficult market.
A new kind of predictive automation will come to the forefront that uses gathered intelligence to speed up the hiring process. Imagine opening a job requisition and having your recruitment marketing system automatically post the job based on which boards perform best for the type of position opened. Or having your system automatically search internal and external resume databases to find the top 100 candidates so that the recruiter can begin vetting candidates as soon as they are assigned the req.
Yes, 2016 is expected to be a difficult year for recruitment, but if you maintain an awareness of these trends and put this knowledge to good use in your organization, there is no reason that you can’t maintain a high level of success in getting the most highly-qualified candidates into your open positions. If you would like assistance in developing strategies to minimize the effects of these trends, you can download Talemetry’s Recruitment Marketing Handbook here. You can also