View this presentation here: https://youtu.be/tw3LifLsJvg For 2016 and beyond, candidates for jobs will be in tight supply. This presentation outlines the top 8 trends and strategies that will affect whether recruiters succeed or fail in this new recruiting paradigm.

1. 2016 Hiring Trends and Strategies
Stephen Schwander & Ian Alexander

2. Agenda
• Talemetry Recruiting Trends for 2016
• Key Mitigation Strategies
• Q&A

3. 2016 Trends
#1 Hiring will be more difficult
• Job market grows by 2 million jobs
Source: IMF

4. Trend #1: Hiring will be more difficult
Toughest jobs to hire
• Data Scientist. 6,000 companies are expected to hire an estimated
4.4 million IT jobs with direct ties to data analysis (Gartner)
• Electrical Engineer. Currently 17 openings for every electrical
engineering candidate (Randstad)
• General and Operations Manager. 613,000 open jobs by 2022 (BLS).
• Home Health Aide. 600,000 needed by 2022 (BLS)
• Information Security Analyst. 2.7 million cloud-computing workers
needed in 2016 (Microsoft).
• Medical Services Manager. 73,000 needed in next 6 years (BLS).
• Physical Therapist. 229,000 needed in 2016, 196,000 available
(APTA).
• Registered Nurse. 525k retirements – 1.05 million needed by 2022
(BLS)
• Software Engineer. 223k needed by 2022 (BLS).

5. Trend #1: Hiring will be more difficult
“79% of companies believe there is a
dearth of critical skills available in the
labor pool.”
– Aberdeen Group Research
September, 2015
7 unemployed candidates per job – 2009
1.5 unemployed candidates per job – 2015
(below pre-recession rates)
– BLS

6. Trend #2: Hiring times compressed
• Active candidates receiving multiple offers
• 4- 5 days from interview to offer (Roth Staffing)

7. Trend #3: Younger workforce
• 35% Millennials
• 47% by 2020
• One in four managers Millennials
• Gen Z (1994) enters the workforce
• Who is your TA process built for?

8. Trend #4: Consumer Quality Tech
• The “internet of things” becomes expectation in the
enterprise
• Internal recruiting technology to be more intuitive/
mobile/social
• Candidate facing technology to be intuitive/mobile/
social
• Mobile, mobile, mobile

9. Trend #5: Brand More Important
• Almost 60% of organizations to invest more in
employer brand (LinkedIn)
• Career site
• Social media
• Communications/interactions

10. Trend #6 Video on the Rise
• Video will become increasingly important in conveying
value and brand as mobile candidates increase
• Interview
• Job descriptions
• Branding

11. Trend #7: Recruiting & Marketing Merge
• Leading recruiters will form deeper integration with
their marketing departments
• Branding
• Messaging
• Sourcing/engaging/nurturing
• Measuring results
• 47% of recruiting organizations working more closely
with marketing
• (LinkedIn)

12. Trend #8: Hands Free Recruiting
• Adoption of predictive automation to perform
previously manual recruiting activities
• Job distribution
• Sourcing
• Engagement
• Scheduling
• Selection

13. Rise of
Video
Hands free
recrui5ng
Leverage
brand
Mobile
Experience
Consumer
Quality
Experience
Partner w/
Marke5ng
Scarce
candidates
Compressed
5me frames
Younger
workforce
Core Trends
Trend Reac5ons Trend Reac5ons
2016 Trends

14. Key Strategies for 2016
• Get ready for harder, faster, younger
• Talent harder to find
• Candidates in control
• Employee and candidate pools getting younger
• Not getting better soon

15. Key Strategies for 2016
Trend: Harder, faster, younger
Focus: Front end of the funnel
• Supply and demand problem – focus on supply
• Outbound sourcing
• Internal/external resumes
• Inbound attraction
• Job ads, recruiting agencies, social networks, job fairs
• Conversion
• Career sites/applications/talent networks
• Referrals
• Social/direct
• Internal mobility
• Employee talent pools

16. Use video
Standardize, automate and refine candidate acquisi5on processes
Leverage
brand
Cater to
mobile
Consumer
quality tech
Engage marke5ng to drive and refine programs
Harder to hire Compressed 5me frames Younger workforce
Focus on candidate experience
2016 Trends
TRENDS
AUTOMATE
MARKETING PARTNERSHIP
CANDIDATE FOCUS

17. Key Strategies for 2016
• Retention is #1
• Much cheaper and easier to retain than hire
• Major employers radically increasing benefits
• Emphasizing internal mobility
• …but we’re in the business of hiring, so…

18. Key Strategies for 2016
Trend: Harder, faster, younger
Strategy: Focus on the front end of the
funnel
• Centralize and maximize sources
• Combine internal and external sources into one
segmented pool
• Develop a competency/focus for proactive, source-
first recruiting team
• Standardize and refine processes for both
specialized and volume sourcing
• Utilize other channels to talent as a means of
increasing your talent pool

19. Key Strategies for 2016
Trend: Harder, faster, younger
Strategy: Get real about mobile
• Get 30-50% more candidates by CATERING to mobile
• Hire faster with mobile optimized communications (email, SMS)
• Career pages, jobs, applications, candidate communications

20. Key Strategies for 2016
Trend: Harder, faster, younger
Strategy: Leverage your brand
• 97% of career site traffic never apply
• Your website has to do more selling up front
• Deliver relevant content/jobs

21. Key Strategies for 2016
Trend: Consumer quality experience
Strategy: Focus on candidate experience
• Mobile/social
• Segment and deliver targeted content
• Lower barrier to engagement
• Put jobs front and center
• Create compelling ads/descriptions
• More visuals – less text
• Communicate regularly
• Survey candidates

22. Key Strategies for 2016
Trend: Consumer quality tech
Strategy: Think outside the ATS
• ATS is for tracking applicants
• Leverage best of breed solutions for candidate
facing experience
• Career sites, job distribution, interview
scheduling, surveys, assessments

23. Key Strategies for 2016
Trend: Recruiting and marketing merge
Strategy: Partner with/integrate marketing group
• Leverage your internal marketing group
• Drive sourcing campaigns
• Implement employer brand
• Develop job ads
• Measure results
• Integrate marketing into HR
• Create marketing function
• Matrix relationship with internal marketing resource(s)

24. Key Strategies for 2016
Trend: Hands free recruiting
Strategy: Automate front of funnel
• Identify high-touch activities
• Work with staff to discover manual processes
• Lack of automation
• Job distribution
• Candidate engagement/email campaigns
• Career site content/job maintenance
• Un-integrated tools/processes
• Searching/sourcing multiple databases
• Manually syncing jobs/candidates between systems
• Standardize candidate acquisition tools and processes
• One system/process for hiring
• One system/process for acquiring
• Measurable
• Extensible
• Scalable

25. Key Strategies for 2016
Trend: Hands free recruiting
Strategy: Analyze and optimize
• Centralize metrics and analysis
• Focus energies on most successful sources/activities
• Deemphasize underperforming sources/activities
• Leverage successes into training
• Optimize budget

26. Use video
Standardize, automate and refine candidate acquisi5on processes
Leverage
brand
Cater to
mobile
Consumer
quality tech
Partner with marke5ng to drive and refine programs
Harder to hire Compressed 5me frames Younger workforce
Focus on candidate experience
Priorities
TRENDS
AUTOMATE
MARKETING PARTNERSHIP
CANDIDATE FOCUS
More of the right candidates

27. Use video
Centralize and grow talent pool, source-first approach, regular engagement,
automate and op5mize processes
Leverage
brand
Cater to
mobile
Consumer
quality tech
Embed marke5ng into HR to maximize brand, messaging, drive
sourcing, nurturing campaigns, and measuring results
Harder to hire Compressed 5me frames Younger workforce
Op5mize digital interac5ons, sell benefits, enable easier/
faster engagement
Strategies
TRENDS
AUTOMATE
MARKETING PARTNERSHIP
CANDIDATE FOCUS
More of the right candidates

28. Compelling
video
Use 3rd party sourcing, aWrac5on and candidate experience tools/plaXorm,
iden5fy manual tasks, measure results and refine performance
Strong
brand
Mobile
Consumer
quality
Get resources from marke5ng / hire marke5ng resources /
incorporate marke5ng on a matrix basis
Harder to hire Compressed 5me frames Younger workforce
Go outside ATS, op5mize and target career sites, talent
networks, focus on jobs, concise/visual experience
Delivery
TRENDS
AUTOMATE
MARKETING PARTNERSHIP
CANDIDATE FOCUS
More of the right candidate

29. Questions and Wrap-up
Learn about Talemetry Recruitment Marketing Solutions
and Recruitment Marketing Platform
Talemetry.com
ialexander@talemetry.com