Be a Lean, Mean, Creative Recruiting Machine in 2015 - Workology

Be a Lean, Mean, Creative Recruiting Machine in 2015 - Workology 2015 Recruiting Trends Its a good time to work in recruiting in 2015. Whether you are an RPO, agency or corporate recruiting professional, best in class talent is hard to find. Our jobs are extremely challenging thanks to a good economy combined with an increase in the number of candidates who are looking to make a move in 2015. These candidates are smarter and more secretive than ever about their 2015 job search. They are building relationships and strategies to make their next move. The recession is still fresh in our minds. They want to make the most of the economy and its career and monetary opportunities. Because of this increased competition combined with the economy, its a job seekers market. Its an opportunity for great recruiters to really stand out and establish themselves as a leader at their employer and the industry. Because lazy recruiting practices and tactics arent going to fill those requisitions this year. You have to be a lean, mean and creative recruiting machine. How to Be a Lean, Mean Creative Recruiting Machine in 2015 Compared to last year, the recruiting industry has changed quite a bit (click here to see my 2014 list). My top recruiting trends have too as you will see. Candidate Relationship Management.  This idea goes beyond the candidate experience and focuses on leveraging corporate culture components and creative engagement strategies to reach and establish a meaningful business and personal connection with a small, targeted group of qualified job seekers. Your spray and pray efforts dont make you stand out to those increasingly savvy and in demand passive candidates. Retiring the Reactive Recruiting Model.  Zappos got a crazy amount of press for the elimination of their job postings. The reactive recruiting approach is being retired in favor of a passive and proactive recruiting model. In a sense, recruiting is going retro back to the days of phone sourcing and relationships. Building pipelines and long term strategies results in more quality hires and a shorter time to fill. Reactive recruiting is so last season. Fortunately, HR technology now exists to allow us to really always be recruiting. Long Term Impact.  For talent management professionals, retention and growth are important topics of conversation that go beyond recruiting and hiring. In 2015, recruiting teams will need to focus on the long term impact of their hires, candidate touch points and how to best continue to add value to the overall organization. Best in class talent is extremely important but with the focus on data and analytics, we are more focused on how our efforts will not just impact the business today, but also tomorrow as well as 6, 12 and 18 months forward. Analytics.  Its all about using the data to help guide our long term decisions. Analytics, data, and metrics are essential in helping not just improve our decision making but also forecasting. The days of using data to defend our decisions are long gone. Analytics helps recruiting teams be more targeted and strategic with our efforts. We have to start measuring and analyzing our efforts. Experts are now saying that CHROs because of their involvement in hiring, retaining and growing talent are the most qualified to fill the role of CEO. Mobile.  It has to be smart and focused. Mobile isnt a channel. Some say its not even a strategy. Its a facilitator or a conduit to help candidates connect with recruiters and recruiters to connect with candidates. Mobile comes in many forms and in 2015 mobile is not just about the mobile-optimized career site but mobile tools and resources for recruiters who are on the go. This new mindset lets us, as recruiters connect with candidates in real-time especially in the competitive tech marketplace.