In 2014, we discussed the importance of social media engagement and mobile recruitment in creating brand awareness and attracting top candidates. These trends have continued to be an ongoing factor in the recruitment process, reflecting a shift toward a more candidate-centric hiring and retention approach. As U.S. hiring accelerates and retention becomes increasingly challenging in the professional candidate-driven job market, companies need to realize that this new focus on marketing to top talent is the new normal, and it is sure to have a significant impact on the recruitment industry over the next decade.
Why are we seeing a shift toward candidates when it comes to hiring? It really comes down to the fact that top performers now have more job opportunities than ever, regardless of whether they opt for permanent or contract work, and rejected job offers are continuing to grow. Companies with a modern recruitment approach that embrace social media and a mobile apply process are at a distinct advantage, especially since many reputable companies still have antiquated recruitment methods.
So the ability to better connect with passive candidates and market to them presents a growing opportunity. In fact, LinkedIn’s 2015 Global Recruiting Trends Report stated that global recruiting leaders believe social and professional networks, employer brand, and passive candidate recruiting are the most essential and long-lasting trends in recruiting.
“The tide is turning and companies really have to improve how they market, both internally and externally, the employee experience within their organizations,” says Scott Bass, director of marketing, communications & sales operations for CDI Corporation. “Professional online networks and social media are some of the fastest-growing channels to establish a strong talent brand, basically what candidates and employees think, share and communicate about your company. These channels can greatly affect your ability to hire individuals who are well-suited for your organization, and can reduce employee turnover among your blended workforce.” The excuse can no longer be, “we know interacting on social networks is good but we don’t know how to leverage them.” Companies really have to invest in learning the various social and professional online networks, and connect with candidates on each of these platforms.
A growing number of passive candidates also expect to engage in the recruitment process on a mobile device, and more employers are meeting this need. According to LinkedIn’s 2015 Global Recruiting Trends Report, 30 percent of respondents said their 2014 job postings were mobile-optimized, up from 18 percent in 2013. Thirty-four percent said their career sites were mobile-optimized, a 14 percentage-point increase from 2014. With mobile recruitment on the rise, companies that don’t provide mobile-optimized websites or mobile applicant tracking systems are making it that much harder to find and compete for great talent.
Ultimately, competitiveness in attracting and retaining top performers presents the biggest challenge for companies looking to hire today. “The employers who will be most successful with recruitment will be those who cater more to candidates during the hiring process,” adds Bass. “Talent acquisition and retention strategies in 2015 really need to be approached as though they’re comprehensive marketing campaigns, infused with social media interaction and mobile recruitment, focused on engaging candidates and employees, and building a dynamic talent brand.”
Recent CDI Analysis
“The tide is turning and companies really have to improve how they market, both internally and externally, the employee experience within their organizations.”Scott Bass
Director of Marketing, Communications & Sales Operations,
Employment Situation (U.S.)
January’s labor situation for the U.S. was more than just positive. Bloomberg Business said the report marks a sea change in the labor market in which the middle class and working class are finally starting to get ahead. The unemployment rate increased slightly to 5.7 percent, however the overall workforce increased to 703,000 people, prompting labor force participation to increase slightly from 62.7 percent to 62.9 percent. A total of 257,000 jobs were added, above economists’ projections for 228,000 new jobs.
Job creation was experienced across a variety of industries including professional and technical services which added 33,000 workers. Growth in these sectors included increases of 8,000 in computer systems design and 8,000 in architectural and engineering services.
The full Bureau of Labor Statistics report can be downloaded by
Employment Situation (Canada)
Canada’s employment situation saw improvement during the month of January. According to the Labour Force Survey, the nation’s workforce increased by 35,000 positions during the first month of 2015, causing the unemployment rate to drop by .1 per cent to 6.6 per cent.
Overall, part-time employment grew by 47,000 jobs, while little movement was seen in terms of full-time employment. Demographically, women over the age of 55 saw the most improvement in their labour situation, with an additional 19,000 jobs, while other groups experienced little or no change.
The professional, scientific and technical services sector saw the most growth, with an expansion of 22,000 for January. Notably, this is the first major growth the industry has seen since July 2013. The natural resources field saw a drop in employment of about 8,800 jobs, while the amount of self-employed Canadians grew by 41,000.
The Wall Street Journal explained that while January’s jobs report was above economists’ expectations for 15,000 new jobs, since most of the positions added were part-time, it is still challenged by economic elements such as low oil prices and wage growth that will likely struggle to rise.
Canadian ES Report:
Labour Force Survey, January 2015