10 Recruitment Trends you must Know in 2017

It’s always good to stay on top of what is coming up in the world of recruitment and strategy. As recruiters, it is our job to keep you at the forefront of recruiting trends and everything recruitment based. So here is a rundown of what we believe are the essential trends in the world of recruitment which you will need for 2017.


  1. Mobile Recruiting

Searching for jobs on your mobile has never been more popular. With modern smartphones, you have access to the world from your fingertips, including having access to a wide range of job opportunities. It is far more convenient to sit in the comfort of your own home and search through which career paths suit you. According to Pew Research Centre, 94% of those who use smartphones have used them to search for a job at some point in their life. An advisable step for any recruiter is to make the mobile site look as attractive as possible. Every person who visits your website is a potential job applicant, they will have no issue leaving the site if the mobile page is not user-friendly. Don’t have potential candidates exit due to a very poor mobile site.


  2. Social Media and Recruiting

In a recent study by LinkedIn, recruitment firms revealed that their social media platforms were the top channels for quality client scouting. Mixing your social media feed up is always a positive. People will grow tired quickly if your page is just a constant stream of job postings, the unlike button is never too far away. Turn your social media platform into a place where you can attract clients and build relationships with your candidates. An advisable step in the right direction would be to start posting a steady but mixed stream of content, write some articles or share content which is relevant to your field. This will show people that you are aware of current trends and will make your firm much more desirable.


   3. Diversity in Recruitment

Diversity in the workplace has gathered a lot of media attention over the years and 2017 will prove to be a crucial year for breaking down any of the negative aesthetics that are associated with workplaces having a lack of diversity. Workplace diversity is still a very difficult matter to tackle but recruiters should seek ways as to how they can better attract a wide diversity of people towards their companies. A survey that has been carried out by SHRM found that as many as 57% said that their talent scouting strategies are designed to attract diverse candidates.


   4. Flex Economy

What flex economy refers to is the realisation of the growing numbers of workers who are not contracted. This will include the likes of freelancers, temporary workers and contracted workers. Thanks to new advances in technology, workers are now able to accept a range of freelance opportunities from anywhere around the world. This can be perceived as a threat but there are ways to address the situation. It may be an idea to go head-to-head with digital platforms like Freelancer.com and similar sites. You will have to show potential clients how quickly you can deliver candidates and how you can build up the quality of your candidates. You’ll have to make the process of obtaining work quick and easy for your clients.

    5. Invest in new Recruitment Technology

In a survey carried out by LinkedIn, 83% of recruiters who were asked for their average time to place a candidate responded with “less than two months.” This is largely due to the technological advances and functionalities recruitment CRM’s today can offer. You have to question if you are receiving the support you need from your tech supporter. Ask yourself if upgrading your tech could be a step in the right direction for your company.

   6. Focus on Analytics

LinkedIn recently revealed that as much as 80% of most companies spends go on job adverts, sourcing items and business development. This is a very high amount of money to spend on potential candidate sourcing. Recruitment analytics grant the owners the power to make more calculated decisions by providing insights as to what is working in a company and what isn’t. You need to obtain more than just statistical numbers to keep your business flowing. You could have access to a real-time overview of how your consultants are performing. Your candidate sources and the amount of traffic you are getting from each ad you run should also be calculated.

   7. Go Back to Basics

Recruiters still play a very integral part in connecting, communicating and engaging with their candidates. This year will see the growing trend where a lot of companies are attempting to humanise the recruitment business again, bringing some of the traditions back to the business. Technology has always been used as a means of keeping the balance between the needs of the business itself and the efficiency to which it runs. A balance also needs to be contained between the visibility and experience of the candidates involved.

   8. Recruitment Marketing

Smarter companies have started to realise that recruiting is like marketing in some aspects. They have to build a brand presence and attract applicants through various forms of advertising. These are aimed at nurturing the candidates and moving them through a talent acquisition process. Greg Savage in his blog titled Recruitment is Marketing. Are you ready for that? He stated that: “Any recruitment business model that relies on candidates making proactive applications for jobs is destined to fail.” Maybe it is time for recruiters to keep up with the evolving behaviours of today’s ever changing market.  

   9.  AI Recruiting

If the strain of recruitment is sometimes a little too much to handle for a small organisation, it is a good idea to look into AI assistance. The AI will sit on the Facebook page or website 24 hours a day and act as your personal assistant. It can ask potential candidates about the job they are searching for, ask about topics concerning the company’s policies and even take them towards the hiring process. When they can’t answer the question, they query the recruiter then get back to the client. This means recruiters can outsource administrative tasks such as candidate screening, onboarding and follow ups.

  10. Vendors Become Partners

When you sign up to use some software, the partnerships you are building by using that software are not usually the first things on your mind. Are you getting the support you deserve from your provider? Are they willing to understand and adapt to your business needs? A partner that focuses on enhancing the efficiency of your business and improving the overall user experience will help get you more placements and clients as a whole. Your partner should grow as your company grows. As your partner becomes more advanced your company will benefit more from its services and, as a result of this, more of your clients will be placed in the career paths they seek to pursue.