Top 3 Priorities for Corporate Recruiting Professionals in 2016
For those recruiting professionals that are accountable for hiring at small and medium-size businesses, identifying a top priority is like trying to find a needle in a haystack. Recruiters and HR professionals face so many different challenges related to the recruiting and hiring processes (hence their need to be “MacGyvers”), that prioritizing them can be a tall order.
Top 3 Recruiting Priorities of 2016 Uncovered
This year, through our Newton User Insights* series, we’ve started to identify those needles in the haystack- the things that keep corporate recruiters up at night. Thanks to our extensive customer base made up of small and medium-size businesses (30-3000 FTE), representing nearly every industry other than staffing, we’ve gleaned insights from a large data set. Through this research, we’ve been empowered to pull insights directly from those professionals operating on the front lines. Altogether, we polled 846 users of our applicant tracking system, asking them to identify their top recruiting priorities.
Through the aggregation of this data, we were able to identify the top three recruiting priorities of 2016. Additionally, over the course of the following week, we will be releasing a three blog series taking a deep dive into each of these topics. From these posts, expect to learn tried-and-true, ready-to-use techniques, that will help you more effectively source top talent, fill open positions, and manage your recruitment compliance.
1. Sourcing (Follow-Up Post Tuesday, July 26th)
According to our users, the number one priority for recruiting professionals is sourcing talent. Nearly 55% of our respondents list sourcing talent for critical positions as one of the top challenges that they face. Sourcing is the fuel that keeps the fire burning. When done right, it allows you to maintain a healthy pipeline and keep your candidate pool filled with great talent. And, with national unemployment rates falling to pre-recession lows, it’s no surprise that attracting the right talent is a top priority for small and medium-size employers.
To ensure that you keep up with your sourcing activities, you must adopt the mindset to, “always be hiring.” In today’s world, competition for top talent is cutthroat and to stay ahead you must be proactive in your sourcing efforts. For active candidates, this means crafting a marketable employer brand, offering a great candidate experience, and promoting your jobs on the right career websites. For passive candidates, you need to actually go out and identify the top talent and have a game plan for attracting them to your company.
2. Filling Open Positions (Follow-Up Post Wednesday, July 27th)
48% of respondents list filling open positions as a top priority. While this may be seen as a “no-brainer,” it serves as an important reminder that sourcing great candidates and filling your funnel is just the tip of the iceberg. Once you have built up your talent pool, you then need to drive candidates through your funnel and ultimately sell the right one on the position. This is easier said than done. The recruiting process can be long and difficult to navigate. With so many variables, you need a system in place to ensure that you control everything in your power to close top talent.
More and more, we are hearing that employers are struggling to fill jobs. Much of this is due to added complexity, unnecessary steps, and manual processes that employers have added to their recruiting processes over time. In many cases, employers are still “one leg in, one leg out,” when it comes to digitizing their recruiting and hiring activities. Even the employers with a candidate pipeline flush with talent are finding challenges filling positions when their recruiting processes are inconsistent and cumbersome.
3. Compliance (Follow-Up Post Thursday, July 28th)
As the Recruitment industry has evolved, so too has its regulatory landscape. For this reason, it is no wonder that 35% of respondents site compliance as a top priority. Between the EEOC, OFCCP, DOL, and other governing bodies, new rules are constantly being issued that tighten the reigns around employers. Furthermore, as hiring activities have moved online, a pandora’s box of recruitment compliance has been opened that can simply be impossible to navigate.
Recruitment compliance is especially challenging for smaller employers where HR is responsible for all people-related processes and resources are scarce. It takes an informed, disciplined HR team armed with the right tools to ensure that compliance is addressed successfully. For this reason, we’ve found that compliance is near the top of the priority list in 2016.