Candidate experience during the hiring process has become a differentiator
2018 will see an increased focus on candidate experience throughout the hiring process. Though this trend is not exclusive to the education industry, it will have a greater effect on inbound and hunted candidates and, ultimately, hiring success. Potential candidates now have more avenues (Glassdoor, LinkedIn, company websites) to discuss their experiences. These experiences are continually researched by potential hires (many candidates will check Glassdoor straight after reviewing a job) and can develop raving fans or potential trolls, each having an indirect effect on your hiring success. Clear communication, transparency, expectation management and robust onboarding will help provide a good experience to potential hires.
Predictive Analytics for Recruiting
Predictive analytics is one of the biggest recruiting trends for 2018. A growing number of companies are reverting to analytics to monitor drive, productivity, retention and the profitability of new hires. Human resource departments and recruiting firms must be able to produce specific data points to assist when evaluating potential candidates. Predictive analytics includes both bottom-line and recruiting measurements, and leadership within an organization should now be able to provide data on HR ROI’s and its contribution to the bottom-line. Through analytics and assessments, companies should be able to predict with greater accuracy future success of potential employees, the impact on revenue growth and establish HR as a key player in corporate profitability and success.
Checking in with Passive Candidates
Headhunting will continue to be an important aspect of the 2018 recruitment process. However, the expectations have changed and simply sifting through resumes and researching candidates on career websites will no longer cut it. Social media and automated messaging have made it easier to stay in contact with candidates. Targeting candidates through their interests and using multiple methods of communication will allow companies to stay in touch with their candidate pool.
Companies targeting long-term growth need to develop a network of potential candidates, yet already stretched HR departments may find this difficult to consistently manage. Fortunately, there is help through technologies and search partners. At The Renaissance Network, we have focused on the candidate experience through content generation and updates. In addition, our Search Managers constantly monitor our pipeline keeping up to date with hundreds of thousands of candidates. If a company does have a search partner, the expectation should be that they are monitoring their own candidate pool and keeping partners up to date with potential changes in the employment market.
Remote Workforces
Remote workforces are becoming a growing trend within the United States. The reality is that an increasing amount of potential hires will consider remote working or flexi-hours as part of the package and this should be a consideration when creating or evolving roles within an organization. It may not always be an easy transition and it will not be suitable for every role within a company. Organizations must leverage technology while setting clear expectations on availability and productivity if a remote workforce is going to be successful. Hiring strong leadership is also important and they must develop trust in your team. In the long-term, a lack of flexibility in this area could affect a company’s potential to attract and close potential candidates.
Future-proofing employees
The cold hard truth is that evolving technology is having a growing effect on the employment landscape. While the wider media focus has been on the future loss of manufacturing and manual labor roles to artificial intelligence, the reality is that technology is impacting all industries, including EdTech. Where does that leave the human workforce? 2018 will see companies looking at their human resources and determining the best way to pivot and transition them into future roles. Though this is not an immediate need for many companies, they will be responsible for identifying the staff willing to embrace different aspects of jobs including management, problem-solving and troubleshooting, all of which require human elements. Continuous education and training will play an important role for companies looking to reduce turnover and future-proof their employees through potential transitions.
