Hiring Trends To Track In 2015
As I work within the walls of family owned, private and publicly held businesses, I have the advantage to see trends that are evolving in the workplace. Some trends are a flash in the pan and others are game changers. I wanted to share with you some hiring trends that I feel will carry forward into 2015.
Recruitment continues to be at the top of everyone’s to-do list. No matter whether an organization is looking for a Manufacturing Plant Operator or a Vice President, the candidate pool for talented individuals is still extremely thin. In specific sectors such as engineering, unemployment is at 0% and has been for the last 20 months.
Recruitment methods such as CareerBuilder, Monster and Craigslist that have been used regularly as recent as two years ago are bringing very limited results.
85% of the companies I work with from coast-to-coast are turning to executive search firms to help identify talent for all internal positions. One year ago, only 35% of these companies were using search firms. Keep in mind, these numbers reflect across all business sectors.
In my professional history, I have never seen such a dramatic shift. This has set off alarm bells for myself and within each HR Department I assist on a weekly basis.
Companies are asking senior and middle managers regularly to shake the trees for referrals. They are also putting Employee Referral Programs in place and offering $100 to $1000 per employee that is hired. They are willing to pay up for employees that stay with the company for at least one full year. In the end, a referral is much more economical than a search fee.
Owners and managers are also leaning on HR Departments to network and look for viable candidates via LinkedIn. This networking takes time and adds to HR’s current workload.
Given the cost of recruitment and search fees, companies are also having serious discussions about the type of employees they want on the bus. For example, employers not only want someone who is honest, hardworking and motivated, but are insisting on candidates with high EI along with a curious mind and problem-solving skills.
Many firms believe that individuals with curious minds trump those with high intelligence. Someone with a curious mind will look at all facets of your business and challenge current processes. Their well never runs dry because they will always be looking for how to make your company better. In addition, they will not be fearful to ask questions of their manager or owner.
Lastly, I have seen an uptick in companies developing robust internship programs. They are going back to the “farm system” mentality. Employers are conducting on-campus recruitment twice a year, hiring top students and embracing their youthful attitudes so they become an integral part of the team. If you can provide a growth path for these new grads, this will definitely help ease your hiring needs long-term.
Written by Mary Deibert of Kiara