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Ange’s Recruitment & Talent Predictions for 2015

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What’s in store for job seekers and businesses looking to recruit staff in 2015? Here’s my predictions for 2015 on what trends, challenges and solutions we’ll see across Regional Victoria in the recruitment sector.

 2015 is the year of the candidate

The war on talent for professional, experienced individuals with strong employability skills will increase. For businesses looking to recruit these types of people the talent pool is shrinking and will continue to shrink. Candidates seeking work in this area will experience an increase of counter offers as employers fight harder to retain valued staff.

The Rise of Video Interviewing

A relatively new concept to the regional recruitment market, the use of Video Interviewing will start to replace the phone interview stage of the recruitment process. As recruiters and businesses look for opportunities to cut costs, improve turnaround times and improve phone interview to successful appointment of a candidate ratios, the use of Video Interviewing will supersede phone interviewing. For job seekers, being able to highlight your strengths and what you can bring to the role along with delivering that message professionally, concisely and with passion will ensure you nail the video interview. When we talk video interviewing we aren’t referring to simply conducting an interview via skype.

Engaging & Networking with Potential Employees

This one has been on the radar for a few years now and in 2015 the significance of engaging and networking with passive talent will continue to ensure businesses have much more success with their recruitment campaigns. Effectively building a talent community through leveraging social media channels will change the recruitment sourcing and attraction process as we know it today. Businesses will no longer only have access to active job seekers. Engaging and networking with passive talent will help businesses win the war on talent (see dot point one).

Creative applications and resumes

I don’t think the traditional written resume will ever become completely extinct however with developments in social media recruiting, video interviewing and more employers focussing on the value proposition a job seeker has to offer it’s to be expected that the traditional resume will evolve. First impressions count and job seekers need to be more creative with using their resume to leave a lasting first impression. Look out for these new look resumes:

  • The story telling resume – more like a bio than a typical resume, great for social media networking and job hunting, but must be written so that the reader connects with it and sees the value proposition
  • Visually appealing resumes – they say a picture tells a thousand words. With the right visuals and targeted at the right audience for the right position, incorporating visuals into your resume will be one way to differentiate yourself in the market place
  • Video applications/resumes – I’ve only received a couple of these this year and if you don’t get the video application right your application is doomed and you’ll leave a lasting impression for all the wrong reasons. If you’re contemplating a video application make sure you factor in the surroundings, audio, body language, tone, verbal content and speed of delivery, eye contact and personal presentation.

Employer Branding & Recruitment

What candidates want is changing and it’s no longer enough to simply have your vision and values framed on the wall in reception. Today’s candidates want to know what the employer has to offer them and what the company’s culture and vision is really all about. Here is where successful businesses will have their employer branding strategy integrated with their recruitment strategy. To get it right make sure you know your target audience, make sure you paint an accurate picture and keep it consistent throughout your website and social media channels. Candidates in 2015 have more choice and they’ll shop around until they find what it is they want.

My prediction for 2015 it that we’ll see Recruitment Brand Managers joining the HR teams of big employers and for small to medium businesses HR Managers will have Recruitment Brand Management added to their position descriptions!

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