New year, new opportunities, and new challenges, right? There are some definite hiring and recruiting trends we expect to continue and arise in 2020. Here’s what they are:
Yes, this is expected to continue, and we realize it is a true pain point for many restoration companies across the U.S. In a recent study by the National Federation of Independent Business, 87% of HR professionals found few or no qualified candidates for open positions. The good news is that another article found more than 90% of people would consider changing jobs if they were offered a position with an excellent company with a strong brand. Which leads us to #2….
Because the market is saturated with job postings and lacking in candidates, job seekers and what we call “passive candidates” are being picky about what offers they accept. Passive candidates are people currently working who aren’t exactly looking for a change, but might be open if they were approached with the right opportunity. As recruiters, we seek out those passive candidates through a variety of channels because often, their resumes aren’t just floating around on sites like Indeed and CareerBuilder, and they certainly are not out there applying for jobs.
Anyway, back to the point here. We are seeing candidates on a regular basis who have multiple job offers in hand from multiple companies. It is not always the money that puts one company above the rest; for many candidates, it is the company’s culture and leadership that “sell” the job. Therefore, having a strong culture and brand that is easily seen by candidates and your community is important for luring in top talent.
Expanding a bit on that passive candidate concept we mentioned above … according to LinkedIn’s research, 70% of the global workforce is made up of passive talent (aka people who aren’t searching for a job). This means it’s increasingly difficult for companies to find talent on their own without the help of a professional recruiter that uses a multichannel recruitment strategy. The good news is, 90% of those passive candidates would be interested in hearing about new job opportunities. You just have to know how to find and reach out to them, first.
We see candidates walk away from opportunities when the hiring process is too slow, too muddled, or too confusing. The experience the candidate has with your company (and your recruiter) can make a big difference on whether or not they accept a job offer. According to this blog, 63% of candidates who have a poor experience with a company reject job offers.
This is why we recommend our clients follow a clear hiring process – with two or so interviews, a DISC assessment, reference check, and then formal offer. We ask our clients to give us feedback on candidates within 24 hours of receiving them so we can keep the ball rolling.
Want to know more about creating a seamless hiring process? We can help! Email email@example.com.