Let’s look at how technology will affect the recruitment trends in 2016.

 # 1 Flexible Workforce: The recruitment trend will be for a ‘flexible’ workforce. Engaging talent is always a challenge but the recruitment trends will veer towards hiring a flexible headcount. Organizations will continue to engage employees on a temporary basis and will make them permanent when more projects are completed or acquired. From the candidates’ perspective, it means being flexible and staying open for both contract and permanent options.

# 2 Digital Influencers Gain Ground: Analytics has always been big and now, more firms are looking at the trends’ data and looking for ways to translate them into action. This is also about making data relevant and applicable for business growth and digital transformation. What this trend means is that from the employee perspective, up-skilling and skill development is needed for commercially feasible, relevant and insightful decisions based on data trends.

# 3 The Era of the Digital and Mobile Apps: With customers, looking forward to transacting with companies in intuitive and user-friendly ways, it’s definitely the age of the mobile apps. This will lead to a demand for developers adept at programming languages to build custom mobile apps. User interface experts will gain prominence as companies seek ways to understand how customers use websites and products/services. Their insights will be helpful for marketing, research and development teams.

# 4 Customer Experience Matters: At the heart of recruitment will be the ‘customer’ as organizations will focus on the ‘person’. To understand customers better, data will be ‘key’ and individuals will occupy center-stage. Thus, individuals who ‘can’ customize messages and cater to clients and customers will be at the center of decision-making. It would also become extremely critical for job seekers to show that they can design customer experiences across different kinds of platforms and mediums.

# 5 Adaptable Candidates: The technology has made the business flexible and in 2016, the focus will be on candidates showing their ‘adaptability’ across different kinds of platforms. The more the adaptability to the office environment, job skills and ability to up-skill for adaptation to changing technology, the better will be the employability chances and scope.

# 6 Content Marketing to Emerge as an Important Tool for HR: HR will have to resort to using content marketing to the source, verify and engage with potential new recruits. HR will have to increasingly engage themselves with videos, blogs and social media posts to promote the workplace culture. The workforce will be more of a flex/temp population and as such, HR will have to resort to Content Marketing and use unique content to reach out to a wider population.

Technology will change the way recruiting was traditionally done, so let’s gear up for the road ahead!

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The post Top Six Talent Trends to look out for in 2016 appeared first on Blog.

Let’s see why this is happening.

Recruiting is traditionally the work of the HR firms who do the usual process – look for candidates, screen them for company fitment, hire them and onboard them – and the process ends. No, it’s not so simple anymore. Earlier, it was easier to hire candidates well since the companies were less in number, people didn’t get bored too easily, and company loyalty was a de-facto rule and something everyone swore by.

This has now changed. Now, candidates don’t want to stick it out for more than a year or so, boredom sets in easily, finding new challenges has almost become like a second skin. So, again, what has changed? Everything – from the way hiring is done, to the way hired candidates are being treated to how companies are treating the candidates. So, everything has changed. In fact, the whole process has undergone a sea-change.

The recruiting process has gone for a toss and upheaval and now, content marketing is the tool of choice for a lot of recruiters and firms. For those, who are not yet brought over, content marketing is being considered very seriously by most firms.

Let’s understand the reasons why this is so.

It’s not only about posting jobs anymore. It’s all about building the brand awareness of the company that the recruiters are hiring candidates for. Instead of just simply posting jobs and hiring potential candidates, recruiters are now coming up with campaigns and content to build a buzz around the firm. Rather than pushing for the company to hire candidates, the trick is to pull them in. This is where content marketing scores. Content marketing creates unique, standalone content in order to pull in candidates from the online world. This is proving to be a successful strategy for now.

Links and references are more secure through content marketing. In the traditional method of recruiting, recruiters had to deal with fudge and dud candidates. Candidates made up stories on their CVs and recruiters had to devise ways of sifting through the duds from the real cream. Recruiters’ life was never tougher. Now, with ‘public recruiting’ and utilizing the online medium for posting jobs and scouting for candidates, life has become much easier. With updated job boards and jobs posted on websites, postings now contain references and links back to this content. LinkedIn is a popular example of scouting for candidates’ process gone much better. It’s easier for people to lie on their CVs but it’s quite tough to lie on their public profile or LinkedIn profile. This in effect has made life easier for recruiters and companies alike.

Great content marketing is all about creating the right buzz. With a great site, great content and unique branding, you can expect potential candidates to be attracted and pulled in. A lot of good publicity done through innovative and interesting campaigns run on social media creates a good word for the firm. This helps get the right candidates for the right job as Glocal RPO are proving time and again. All that you need to do is just post the jobs, spiffy up the site, create the content and sit back. Wait and see how the candidates come to the source – companies!

Content is king is proved once again, all over again!

Please call us for more information on our services –

+425 818 0748

The post Why Content Marketing is the Tool of Choice for Recruiters? appeared first on Blog.