2014 v. 2018: The Evolving Landscape of Recruiting

 

I recently posted a comment on LinkedIn that 2014 recruiting strategies are obsolete in today's market.  That may be a slight exaggeration, but the unemployment rate was 6.6% back then, and it is now 3.7% -- a 44% decrease in four years.  Below are four recruiting considerations that I have observed evolving over the past four years. I advise my clients to rethink each of these to win the  best talent in this market.

 

1.  Industry Experience
2014 - Only industry experienced candidates need apply.
2018 - Hire the best talent on the market and train the industry experience.  Hiring managers look for intangibles, like leadership skills, and a track record of success.

 

2.  Interview Timeline
2014 - Three-to-five weeks was the norm for completing the interview process.
2018 - It is two weeks or less from when hiring managers receive the resume to when they present an offer.  Anything less results in losing out on the best talent.

 

3.  Interview Follow-up
2014 - Hiring managers would wait for candidate's follow-up email to take the next steps with them.
2018 - If a candidate’s interview was successful, hiring managers send an email or call them the following day to thank them for interviewing and discuss the next steps.

 

4.  Travel for Candidate's Final Interview
2014 - Hiring managers don't pay for travel for certain positions.
2018 - If you want the best talent, you will pay for them to come onsite.

 

The recruiting landscape has clearly changed as talent has become more scarce. If you aren’t firmly placing your recruiting methods in the here and now, you could be left behind. Learn about how Orion Talent can help you meet your 2019 recruiting needs here. 

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