If you’re a staffing industry leader, you’re probably also an early adopter — meaning that when you notice a trend, innovation or new technology you explore the opportunity. So what are the trending issues within staffing and recruiting as we approach 2016? We’re glad you asked.
In September 2015, CareerBuilder surveyed over 200 members of the staffing industry in our Q4 Pulse Survey in order to give you a fall checklist for your staffing plans as the New Year approaches. The survey findings also give you a glimpse into what your peers are thinking about going into 2016.
Here are what innovators are asking for and early adopters are paying attention to this fall.
1. Explore talent sourcing upgrades.
While building an always-on talent pipeline and continuing to focus on the skills gap are at the top of many staffing professional’s lists in terms of focus, there are also some key challenges that many are concerned with. We asked respondents, “In your opinion, as you look toward 2016, what is your staffing firm’s biggest challenge?”
- We have open positions that we can’t help our clients find qualified candidates for. (30 percent)
- Increasing our pipeline of quality talent. (29 percent)
- Finding new ways to source more efficiently and effectively. (26 percent)
- Implementing new technology and software solutions in order to maintain a competitive advantage. (8 percent)
- Implementing data and analytics to improve our business. (5 percent)
Overwhelmingly, respondents answered that they struggle to find more qualified candidates and do so more efficiently and effectively. The top three answers make up 85 percent of the responses, sending a loud and clear message that sourcing is a continuous challenge for most staffers.
A key part of helping clients find qualified candidates is using your resources — not only looking in your own existing database, but also using the help of software technology to better source and match. There are solutions to do that, as well as new tools for finding the hidden gems of talent that you’re having trouble sourcing.
2. Determine recruitment strategy end-goals.
When we look at ways to improve our recruitment strategies, that usually means incorporating better ways to complete our current tasks or fix current problems. But what are you doing to prevent future recruitment problems or challenges?
Get ahead of the game by setting key goals for your firm now. Q4 is a great time to set goals not only for the end of the year, but to start preparing for the year ahead. At the beginning of 2015 CareerBuilder identified five key trends to watch within the staffing industry. We asked respondents, “Which of the following goals will your organization still be focusing on going into 2016?”
- Building a talent pipeline that “re-recruits” talent. (42 percent)
- Working with your clients to help overcome the skills gap. (35 percent)
- Increasing your firm’s employment brand presence via video and social. (11 percent)
- Working with your clients to better work with a multigenerational workforce. (8 percent)
- Creating and executing a strong mobile strategy. (4 percent)
These areas of focus are showing where the most competitive staffing and recruitment organizations are looking to improve, and where you’ll need to upgrade your own strategies in order to stay relevant and competitive. Mobile strategies, social media and talent pipelines are just some of the areas of engagement that are crucial to building a reliable stream of talent.
3. Bring attention to candidates and user experience.
The majority of staffers who responded to the survey feel positive about the year ahead, but also voice challenges in regards to the economy, the candidate-driven marketplace and rising competition. Their sentiments all share the same thought, though: It’s time to bring attention to candidates and user experience.
One respondent says:
Moving into 2016, I predict that the staffing industry will continue to see a positive upswing of opportunities as companies continue to struggle to attract top talent in a market that is primarily candidate driven for the first time in years. Many companies are struggling to stay up to date with their staffing and marketing strategy to best vie for top talent. Staffing agencies can play a powerful role in aiding these companies in their search. I believe that we will continue to see a market flooded with openings, however we will be faced with challenging timeframes and expectations from clients due to this lack of education about the current market.”
Another survey respondent echoed that thought, saying:
The market is moving to a candidate-centric environment, meaning, there is more competition for companies in attracting and retaining prospects and employees.” Similarly, another survey respondent says, “Even if you’re a 100-year-old company, it doesn’t make you the best. I believe we need to focus on the client experience and how to integrate this into our company.”
2016 is approaching quickly, so getting ready for the New Year by preparing this fall means that you’re among the leaders of the staffing industry pack — well positioned for the year ahead.