Market Trends

Now harder than ever to engage people

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.

Candidates are becoming increasingly de-sensitised

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.

Active candidates moving to online recruitment platforms

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.

However, the active talent pool is shrinking, as more people expect work to find them

The days when talent acquisition strategies were focused on attracting candidates are gone. That’s because less and less people are actively looking for work.

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

Move away from Linkedin

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.

Balance of power shifted from employers to candidates

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.

DX means it’s now a level playing field for all employers

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

“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

Structural change in the skills base

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.

Talent Acquisition is now one of the biggest challenges to growth

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