Recruiting Trends: Social Graph & Mobile Will Be Big in 2014 #recruittrends

Scroll down to read more!

Recruiting Trends: Social Graph & Mobile Will Be Big in 2014 #recruittrends

Scroll down to read more!

Table of Contents

Recruiting Trends Week is upon us! Each day, everday this week Blogging4Jobs is taking it to the streets to find out what trends will be “the trend” in recruiting. What do you think? What trend do you see as #1 in 2014? Let us know here! Elevate your brand and HR & Recruiting practitioners. Learn more about sponsoring a future themed week on Blogging4Jobs by clicking here.

Always a pleasure to receive a guest post invitation, but especially so when it comes from someone I’ve known for many years and catch up with all too rarely!  Jessica asked for my views on recruiting trends for the year ahead and happy indeed to share some thoughts.

Social Graph will continue to be big:

So far, it’s being used as a data source by advanced recruiters only, scouring the web for those hard to find candidates. We’ll see two main changes here:

  • Social graph searching will move into the mainstream.  More and more recruiters will be forced to look wider than simply LinkedIn and start search the whole of the web instead of just the obvious data pockets.
  • The hardcore sourcers will move onwards. They currently look more at existing datasets, searching known skills and repositories.  This will move towards something with far greater impact, but even more specialist – future-sourcing.  Using social triggers to become aware of potential job-seekers, maybe using behavioural “tells” to spot a job-seeker before they themselves are even conscious of the desire to move. Predictive future-sourcing will be a growth area for both technology provides and training/consulting sourcers.

Mobile will change for the better

Mobile has been a constant topic of discussion for the last few years – and I expect to see two major step-changes in the coming year.

  • Good mobile career sites and application facilities will become more commonplace.  The noise has been there long enough, but now Google are actually penalising sites which deliver badly on mobile, companies will take more notice.  There’s no point investing in SEO and content if Google themselves are going to slam it down…
  • The mobile discussion will extend beyond the attraction and application part of the cycle and into onboarding.  With notice periods and gardening leave to consider before a candidate actually starts a new job, much induction and cultural adjustment can be done before that first day.  As companies face more and more pressure to get new hires delivering value quickly, tools to shorten “time to effective” will become more commonplace. For those employees working out a notice period with their old firm, mobile delivery of this simply has to be the weapon of choice.

Finally, I expect to see many new entrants to the recruitment (and small business HR) market.  The barriers to entry in building technology products are lower than ever – and the entreneurial people who build and run tech firms are becoming ever more dissatisfied with the standards of both service and product in this industry. Expect them to start building their own tools as weekend hack projects, sharing them with other firms they work with, then maybe spinning them out.  Expect also to see a few incubators and accelerators focussing specifically on HR/Recruitment. Picking out talented hackers with an interest in the space, supporting them with domain knowledge and resource and intended to further disrupt the space.

It’s gonna be an exciting ride!

Did you like this post? Share it!

A Word From Our Sponsors

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

Recommended Posts

27 Companies Who Hire Adults With Autism

List of companies who hire and employ adults who are neurodiverse. ...
Workology’s Learning Portal Gets a Major Upgrade

Workology’s Learning Portal Gets a Major Upgrade

After months of building and testing, our new learning portal is ready! Ace the HR Exam students now have access to more resources than...
SPHRi vs GPHR: Choosing the Right HR Certification for You

SPHRi vs GPHR: Choosing the Right HR Certification for You

Picture this: you’re at a crossroads in your human resources career, standing between two significant certifications – the SPHRi and GPHR. Which way do...

The Costs of Form I-9 Software

In the intricate landscape of U.S. employment eligibility verification, businesses face the challenge of remaining vigilant and compliant. As their workforce expands, the manual...

Episode 415: Registered Apprenticeship Programs in the Clean Energy Sector With Dr. Janell Hills

In this episode, we interview Dr. Janell Hills from IREC about developing registered apprenticeship programs in the clean energy sector....

Checkout Our Products

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

More From Workology

Episode 415: Registered Apprenticeship Programs in the Clean Energy Sector With Dr. Janell Hills

In this episode, we interview Dr. Janell Hills from IREC about developing registered apprenticeship programs in the clean energy sector.

27 Companies Who Hire Adults With Autism

List of companies who hire and employ adults who are neurodiverse.

The Costs of Form I-9 Software

Click on read more to open this post on our blog.
SPHRi vs GPHR: Choosing the Right HR Certification for You

SPHRi vs GPHR: Choosing the Right HR Certification for You

Click on read more to open this post on our blog.