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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It is a fact, as is proven by surveys that higher the quality of hire, enhanced is the organizational performance. As an RPO recruitment company, how many of your hires have emerged as performers? If you have made 100 hires in a month, have all of them been giving their 100 percent and contributing to organizational growth. Count the numbers, keeping track of their performance, and you will know your quality of hire – your success rate in hiring top-notch talents as in Information technology recruiter.

Why will corporate organizations and staffing agencies rely on RPO companies? The answer is simple! Quality hires! And excellent results are always anticipated! Numerous other benefits are associated with a partnership with recruitment outsourcing companies, but again what eventually matters is quality hires. Here lies the pressure for RPO recruitment firms to deliver results. Failing to deliver results would only mean exiting from the scene over time. Hence the need for the industry players to measure their quality of recruitment to sustain and to stay in the competition!

How do you measure your quality of hires? Do you have the essential recruiting metrics covered in your hiring strategy? Flourishing firms keep track of the number of hires over time, since inception. They safely store the hiring data and make it easily accessible as and when the need arises. Over time, they gain feedback from their hiring managers regarding the performance of their hired talents not to mention performance appraisal ratings. They gain information about talent retention. Based on this information, the RPO recruitment experts measure their quality of hires.

Higher performance and enduring retention would only mean maintaining high quality. Higher the count of retained and performing talents, greater is the reputation of the concerned recruitment outsourcing companies.

‘The deeper you dive, the more you explore’ – the maxim appropriately holds ground for RPO companies. It is by diving deep that you can measure your performances, your quality, your strategies, and technology processes you follow in hiring top-notch talents. If your partner staffing agencies bank upon you, for driving their sustained business success, you mutually bank upon them too for your growth and success. Quality is the most important metric irrespective of corporate entities of myriad industry segments relying on staffing agencies and the latter further relying on recruitment outsourcing companies.

IT is the most demanding job segment in the industry today. Hence, the role of Information technology recruiters is challenging. Newer IT developments evolve giving naissance to newer job roles. Quality hire is again the metric here. To maintain quality, today’s successful Information Technology Recruiters define and measure their recruiting metrics via a systematic and reliable collection of data related to their hired talents’ productivity and retention. This lets them differentiate between poorly and excellently performing talents over time. This further lets them delve on their strengths and weaknesses. They devise strategies accordingly so that only performers are recruited and retained so that quality talents are hired consistently. The measuring applies not only to Information technology recruiter but also hiring experts of other industry segments.

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