New Hiring Trends to Look Out for in 2015

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New Hiring Trends to Look Out for in 2015

Reblogged from SFGate
Author: Belo Cipriani

Thanks to the web and to social media, the world has become smaller and more transparent. And when it comes to separating personal information from business data, employees have never had a more difficult task. But just like workers have to now be more mindful about what they put on the Internet, businesses must also be more conscious of what their workers are saying about them. After all, with Glassdoor, even people who are in the interview process are able to shine some light into an organization’s inner workings.

Jerome Ternynck, founder and CEO of SmartRecruiters, a recruiting software startup in San Francisco, says that applicant tracking systems are phasing out as a result of a need for a more candidate-friendly experience.

hiretrends“The best companies,” Ternynck shares, “understand that recruiting is a sales and marketing function where the candidate is the Customer. The Customer! Not an anonymous applicant who needs to be tracked by a machine. As a result, we are seeing the emergence of a new breed of recruiting technology, more social, a lot more candidate-friendly and collaborative.”

And when it comes to those annoying brain teasers on job portals, Ternynck says they are ineffective and don’t provide candidates with the human touch.

“We need to bring recruiting back to its roots as a social activity, not an anonymous workflow where some algorithm gets to decide who we hire,” Ternynck continues.

Some Bay Area companies have already stepped away from the more conventional recruiting tactics and have begun to use more creative approaches to attracting candidates such as meetups, cocktail parties and creating more eye-catching posts on social media. Also, the way in which businesses promote their job openings has started to change in 2014 and will continue to do so through 2015.

Miki Johnson, co-founder of Job Portraits, a company that helps organizations promote their jobs via images, says that traditional block style job descriptions make the opportunity look like a business transaction—a total turn off to Millennials who want their jobs to be more than just a paycheck.

Job Portraits started in February of 2014 and has primarily been working with startups.

“We’re in the Bay Area,” Johnson says. “We have backgrounds with startups, and they are the ones growing fast enough to understand our value. We’ve worked with companies at a range of stages, but our sweet spot is a company that just closed an A or B round, since that’s often when the big growth begins and when they’ve probably exhausted their personal networks as a recruiting source.”

Johnson shares that the job portraits get funneled through social media and that the response to them has been positive.

So, for those who are looking for work or are planning to make a change in 2015, you can expect a more social experience in your search. How you present yourself in social media will continue to carry a lot of weight and organizations will possibly take you out of the stuffy interview room and immerse you in a social scene to see how you work in a team. Lastly, tools like LinkedIn and Glassdoor will continue to be great allies in the hunt for your next job.

View original article here.


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Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.

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