2014 Talent Acquisition Trends 1

Transcription

1 2014 Talent Acquisition Trends 1

2 IN THIS WHITEPAPER As the economy continues to recover, demand for quality candidates is up. As a result, Talent Acquisition leaders are on the lookout for the Next Big Thing. According to the U.S. Staffing Industry Forecast, the economy, as well as a boost in the labor market due to health care changes, will act as strong growth drivers for the upcoming year. While your team gears up for 2014, keep an eye out for these Talent Acquisition Trends Talent Acquisition Trends 2

3 INTERNAL TALENT ADVOCATES At Time Warner Cable, advocating for internal candidates has become a key focus within their organization s recruiting function. Their internal talent advocates program, launched earlier this year, is a successful function they are looking to grow in Our advocates provide a high-touch candidate experience, said Meredith McGough, Senior Director of Talent Acquisition and Movement at Time Warner Cable. By engaging our internal candidate base, we are able to say we care about you and want you here. The internal advocate system designates recruiters to counsel internal candidates by focusing on their career goals, interview skills, and identifying their next opportunity within the organization. The program allows internal candidates to fully comprehend opportunities within other functions of the company, McGough said, pairing experience and passions with interest in new roles. Additionally, the internal talent advocates work to remove the mystery and stress surrounding internal job postings and job boards. So how do you know if your recruiting team is well suited to become talent advocates? Helping people find their next step can be so rewarding, McGough said. People in this role have a passion for helping people move in their careers Talent Acquisition Trends 3

4 HIRING VETS AND THE DISABLED According to the Department of Labor, nearly 8 percent of the labor force is composed of veterans looking for work. The American Community Survey estimates that 5.7 percent of the active labor force has a disability. Recent federal labor regulations aim to bring more disabled people into the workforce. In particular, the federal government recently announced its goal to have 7 percent of the contractor labor force be composed of employees with disabilities. Both groups face a number of stereotypes and misconceptions associated with bringing them into the workforce. Veterans in particular deal with negative stereotypes regarding Post Traumatic Stress Disorder, fear or deployment, and their skill set. Starbucks announced recently its plans to hire at least 10,000 military veterans and active-duty spouses over the next five years. PepsiCo, General Electric, and Valero Energy were also identified by The Washington Post as organizations who hire the most veterans. The following is a sampling of organizations that work with the U.S. Chamber of Commerce to employ veterans and military families: O*Net Online Hiring Our Heroes Hire Veterans Military.com EARN 2014 Talent Acquisition Trends 4

5 BUILDING PIPELINES OF TALENT Companies are looking to streamline their hiring processes and create a more strategic recruiting function by strengthening their talent pipelines. Bill McComb, CEO of Kate Spade, famously said Drill a well before you need a drink. This philosophy is not only good business sense, but particularly relevant to talent acquisition and recruiting. Having a steady pipeline of talent at the ready is becoming essential. According to Spherion Corp, the demand for temporary employment and hourly workers is at a historic high in terms of impact on the labor market. With a more volatile labor force, keeping options open with a ready stream of talent will be key in the New Year. Try these steps to prepare your 2014 pipeline strategy: PLAN Know what roles are on the horizon within your organization and fully understand the position prior to engagement with candidates. FILL Utilize internal & external resources that uncover the entire talent population in order to fully develop your pipeline with a diversified range of candidates. MEASURE Identify the strong points within your pipeline to determine how to obtain the right person, at the right time, for the right reasons. MAINTAIN Frequently engage conversation and interaction with candidates within your pipeline to avoid any LEAKS of top talent resulting from disinterest Talent Acquisition Trends 5

6 RECRUITING FOR DIVERSITY In 2014, white men will only make up 43 percent of the labor force, with women and minorities making up 57 percent, according to the U.S. Bureau of Labor Statistics. As the workforce becomes more diverse, companies are preparing to enhance their diversity and inclusion initiatives. In particular, organizations are planning to improve their diversity and inclusion efforts at the executive level. According to AmericanProgress.org, minorities and women only represent 14.5 percent of corporate boards among senior management within Fortune 500 Companies. Additionally, 41 percent of companies do not have executive-level employees in any of the following demographics: African American, Hispanic, and Asian. Incorporating diversity into upper management expands the makeup of these groups, allowing for new thought, experience, and insight. More companies are understanding that diversity is about drawing from a broad range of experience in order to facilitate greater problem solving capabilities as well as support an environment of creativity and innovation. Frederic Roze, CEO of L oreal USA, told Forbes: Diversity fosters creativity. We need to generate the best ideas from our people in all levels of the company and incorporate them into our business practices Talent Acquisition Trends 6

7 OPERATIONAL EFFECTIVENESS A main goal for many talent acquisition leaders is to implement better applicant tracking systems, career sites, and other staffing technologies. Operational effectiveness and efficiency can improve when implementation of these tools is paired with active outreach and engagement. ATS systems, which allow organizations to store and utilize applicant information such as name, contact information, work experience, and resume, can be a very useful tool when properly integrated into a functional recruiting strategy. When looking into a new ATS system, ERE suggests considering the following: Quality of search functionality Social networking and job posting capabilities for candidate visibility Performance/ease of application process for candidates Efficient reporting tool Legal compliance of system Internal candidate portal ensuring the employee access is intuitive Ownership of data icims Talent Platform, Bullhorn ATS, HiringThing, and Taelo continue to be frontrunners in terms of the highest rated ATS systems. Leveraging these technologies with classic recruiting methodologies can be key when considering an update to your systems or technology Talent Acquisition Trends 7

8 IMPROVING THE CANDIDATE EXPERIENCE Realigning recruiting strategies to focus on the wants and needs of candidates is a top 2014 goal for Teal Thayer, Vice President and Head of Recruiting at Lincoln Financial. We re finding that we get so wrapped up in the day-to-day recruiting processes, it s ultimately impacting candidates, Thayer said. The candidate experience is an ongoing discussion within Talent Acquisition and Recruiting. In 2013, Qualigence conducted a LinkedIn survey asking what recruiters would focus on in the New Year. While over half of those surveyed said Ramping up Social Media was a priority, zero percent identified Candidate Satisfaction as their number one goal. Thayer said Lincoln Financial plans to refocus on the candidate experience by improving and streamlining overall recruiting processes. We are looking to improve the efficiency of our recruiters by implementing new tools such as live video interviewing to ultimately enhance the candidate experience, Thayer said. The underlying disconnect when it comes to the struggle with candidate satisfaction is often a lack of communication with the hiring manager. Recruiters are often left feeling like they have no idea how to find a candidate that would satisfy the hiring manager, or that the hiring manager wants a candidate that doesn t exist. Constant communication and feedback can alleviate these issues Talent Acquisition Trends 8

9 LEVERAGING COMPETITIVE INTELLIGENCE SERVICES As organizations gear up to hire for 2014, many are looking to pair their internal recruiting efforts with research, including competitive intelligence and organizational mapping. This type of pairing allows a company to decrease time to fill a position while still having full control over the recruitment processes. In an increasingly competitive talent culture, understanding the successes and failures of the competition can give organizations a distinctive edge. To get a leg up in the war for talent, companies are looking to access information on compensation and benefits, company culture, internal structure, and diversity programs of their competition. Building a fluid business strategy that takes into consideration the innovations and strategies of other organizations allows companies to predict steps to achieve long-term goals. Identifying emerging competitive threats, and making this insight a part of your day-to-day operations, can help to ensure your organization never becomes obsolete Talent Acquisition Trends 9

10 ADDITIONAL NUMBERS FOR 2014 According to the U.S. Staffing Industry Forecast, the staffing and recruiting industry is slated to grow 6 percent in The temporary staffing market, worth about $100 billion, is one of the fastest-growing segments of the industry. The biggest boom continues to be health care staffing, which grew by 9 percent this year. The workforce will see an increased need for Information Technology and Marketing professionals, as these sectors will continue flourishing in 2014 as web and social media technologies progress Talent Acquisition Trends 10

11 About Qualigence Qualigence International is the largest Recruitment Research and professional search firm in the United States, and proudly serves as a unique alternative to traditional retained or contingent recruiting models Talent Acquisition Trends 11