Keeping up with consumer expectations requires constant innovation, and in some cases, radical digital transformation. Best in-class talent is more important than ever before. Though the skills and people that organisations need are rarer, and harder to find
Top talent won’t be found in the same places as the past. Careers are managed differently. The same market changes forcing you to search for talent in the first place are also impacting your access to high-calibre candidates.
If someone needs something, they can go online, find exactly what they're looking for, and have it. All in the same day.
This attitude has permeated every corner of digital society. Businesses are scrambling to keep up, but enacting change requires talent with a specific set of skills who are in more demand than ever before.
This means that candidates can sit back and wait for you to come to them. Old recruitment methodologies were built in the exact opposite environment, making them inefficient and out of date in today’s digital environment. Candidates are easier to find, but more difficult to engage.
Now harder than ever to engage people
Candidates are becoming increasingly de-sensitised
Active candidates moving to online recruitment platforms
However, the active talent pool is shrinking, as more people expect work to find them
Move away from Linkedin
Balance of power shifted from employers to candidates
DX means it’s now a level playing field for all employers
Ghosting
Structural change in the skills base
Talent Acquisition is now one of the biggest challenges to growth
Increased digital footprints mean it is now easier than ever before to identify talent.
However, this increased visibility is now making it harder than ever before to engage people. The anti-social effect.
The constant barrage of job notifications across all social platforms is causing apathy and desensitisation to opportunities presented by recruiters.
As a result, were seeing a backlash towards recruiters. Recruiters (both agency and in-house) have a bad name, commonly now viewed as a form of paparazzi. The association has rendered your traditional approach, the one you are associated with, as ineffective. The recruiting professionals who aren’t focused on their personal brands and improving the Candidate Experience are operating in the same fashion, with similar, or declining results.
The uberisation of the recruitment industry can now be seen in the way in which people prefer to look for work.
Driven by the speed and convenience of the App Economy, it is clear more and more people are choosing online recruitment platforms as their preferred method when looking for work.
They are looking for an end to end, seamless experience, moving away from intermediaries such as Job Boards, CV databases & recruitment agents.
The days when talent acquisition strategies were focused on attracting candidates are gone. That’s because less and
More and more in-demand professionals are adopting a reactive mindset when looking for career opportunities due to their increased online visibility and the steady flow of new career opportunities that find them daily, sometimes, hourly.
People are no longer looking for work, the best people now expect job opportunities to find them
Once a valuable tool for recruiting, the talent you want to hire just don’t use the platform as much as they did. When they log on now they are faced with a barrage of mostly irrelevant job offers and irritating messages.
Instead, they are choosing other specialised social networks, groups and forums such as Slack to communicate.
As Digital Transformation becomes mainstream, every company has something to offer as they strive to use advanced technologies to innovate.
Digital Transformation is causing exploding skills gaps. As a result candidates have more choice than ever before as the balance of power shifts from employers to people with in-demand skills.
Digital Transformation has levelled the playing field.
Every company now has the same ability to market their vacancies to the same talent pool and most have something of value to offer digital talent as they invest in digital transformation. A 5-person start-up can captivate the imagination more than a prestigious Fortune 500 business these days.
The net result is that it is now harder for employers to stand out than ever before.
The employee value proposition (EVP) and the candidate experience (CX) are key, and along with strong brand equity, mean everything when attracting digital talent into your organisation.
“Ghosting” is the act of ending a personal relationship with someone by suddenly withdrawing all communication without any explanation, and it has entered the job market in a major way
It is now a major challenge for in-house recruitment teams, with a surge of candidates no-showing interviews, or pulling out of an interview process and not returning calls, or accepting a job only to never appear for the first day of work, giving no reason. Some employees are even quitting by walking out and saying nothing
The flow of top-rated skills moving from employed to freelance is at record levels. A profound change to the way people view employment combined with digital recruitment platforms and exploding skills gaps is changing how highly skilled professionals want to be employed.
Employees of the future value choice and flexibility over job security.
According to the 21st PwC CEO Survey 2018, finding and hiring employees with the key skills they need to succeed in the digital world continues to keep CEOs awake at night. With 80% of the 1,300 CEO’s surveyed extremely concerned about the lack of digital skills in their country.
TA should now be one of the leading organisational strategies for businesses looking to thrive in the digital world
Employer branding has now become a crucial part of engagement; so much so that you now cannot operate a successful business if you don’t incorporate a social media presence and marketing into your candidate funnel
The old school way of hunting people down is coming to an end, and the way in which you need to interact with a person is to attract them to you
Having talent acquisition professionals that engage in the tech space and have a voice in the community will automatically increase your standing with potential candidates
Candidates are changing because they’re changing their attitude towards recruiters and their tolerance towards this constant barrage of information from them
© Third Republic
A new model for a new age, Third Republic is a next generation sourcing provider connecting leading employers with top-rated talent specialising in advanced technologies.
Modern recruitment methodologies source deep into the skills base to allow employers to recruit off-market talent.
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