The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

January 10, 2014

What’s Happening in Recruitment this Year

Just before the New Year, human resources and talent management expert Dr. John Sullivan released his recruitment predictions for 2014 and beyond.  While his two-part article is heavily directed toward those in the agency recruiting profession, his projections are beneficial to anyone anticipating involvement in the hiring process this year – either as an employer looking to increase headcount or as a job-seeking professional.  If every recruiter “has a professional obligation to maintain their awareness of the latest trends and predictions,” as Dr. Sullivan notes, it should follow that anyone who partners with recruiters – or is routinely engaged in their primary areas of expertise, job searching and hiring – should remain up to date with developments in recruiting.

We reviewed Dr. Sullivan’s 25 expectations to extract only the most pertinent points for both sides of the hiring equation. Grouped into three major themes, these are especially notable trends that employers and job seekers can expect to gain prominence in 2014.  Consciously taking into account these specific forecasts, hiring managers and candidates will better communicate their value to one another this year. 

The first observation is heightened competition among employers. This means that businesses will have to work more diligently to attract and retain candidates, who now have a better selection of opportunities than in recent years. And the most sustainable way to attract these candidates will be the manifestation of a compelling employer branding strategy, while traditional recruitment advertising and corporate websites will lose influence. Meanwhile, job seekers should keep their ears open to employer branding rhetoric to better determine roles and organizations in which they’ll thrive.

The dominance of social and mobile, which go hand-in-hand, will continue to reign throughout 2014. For employers, this implies the importance of a powerful presence on social media and greater urgency to enhance mobile accessibility. Social media profiles – usually LinkedIn profiles – will become an increasingly popular substitute for resumes.  This will expand opportunities for employers to review passive candidates’ credentials, or for satisfied employees to more easily make contact with potential new employers.  In the same way, the continued rise of mobile applications will simplify introductions between employers and candidates.

Finally, metrics will matter more, especially with growing evidence that big data can “identify hundreds of top performers who are not currently looking for a job” as well as other predictive analytics.  Thus, to remain competitive and best engage with the right people, employers will need to boost their data-driven activity. Accordingly, job-seeking professionals will need to go to greater lengths to differentiate their skills and experience, now that employers will be able to look more closely at their credentials and future potential.

See parts one and two of the article from Dr. Sullivan, “The Top Recruiting Trends, Problems, and Opportunities for 2014,” for more information.

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