The ‘War’ For Talent

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Modern day job seekers, hiring managers, and recruiters are using technology like never before to nail down the best outcomes. Exploring new opportunities for careers can be done from the couch, and the smartest companies are crafting new ways to identify and target the best people to hire. It’s been described as a ‘war’ for talent, and the stakes have never been higher for everyone involved. 

We’ve pulled together five trends that are shaping this massive assault in the job market, and offer these thoughts on how hiring managers and job hunters can fight fire with fire.

1. Apps challenge the status quo, but job boards continue to dominate

Job boards like CareerBuilder and Monster will continue to remain the primary job search tools. These sites deliver mounds of resumes for recruiters and talent hunters to screen through using a variety of software to shortlist the most accurate matches. According to a LinkedIn report in 2015, candidates continue to prefer looking for new jobs in online job boards (60%), followed by professional networks (56%) and other word of mouth options (50%).

Traditional job boards are being challenged, however, by apps like Jobaware and Ziprecruiter, which some say have the potential to transform the job ecosystem. These apps allow users connect to listings across a wide variety of job boards like Indeed, Monster, SimplyHired, Glassdoor etc. and apply en masse to those that fit their skills, thereby increasing coverage. Candidates don’t even have to upload a resume, but can connect directly to their LinkedIn account and apply for suitable open positions.

2. Social recruitment is maturing

Searching and applying for jobs via social media continues to rise in frequency. Based on a research by Jobvite in 2014, it was found that 94% of recruiters were active on LinkedIn (compared to only 36% of the job seekers- so don’t ignore it!). Easily viewable and downloadable profiles available on LinkedIn attract talent hunters to candidates’ profiles, and help determine suitable matches. According to the US hiring trends study by iCIMS, the computer service industry witnessed the highest number of applications submitted via social platforms in 2015 and LinkedIn emerged as the most sought after social network by candidates to apply for jobs. It is expected that by end of 2016, LinkedIn will emerge as one of the strongest job providing media in the US. Employee referrals (a historically well-established channel) will of course continue to play a crucial role in sourcing applicants as well, but rising social media use enables active job seekers to connect more easily with their network and gain these precious referrals. That is why successful networking tactics continue to be important – you never know who might be able to refer the perfect candidate for a job with the added credibility that a personal reference brings.

3. Videos are making a splash

We have written about this very recently, but video streaming apps and platforms are starting to attract recruiters, giving them a better-rounded picture of the candidate’s interpersonal skills along with their other qualifications and achievements. Platforms like CareerSushi and HireVue are offering innovative interactive interviews, making it easier for job seekers to present a compelling profile to recruiters and hiring managers. As evolving technology contributes to the idea of a virtual workforce and managing work and projects via collaborative tools gets easier, the job search industry is starting to look seriously to video capabilities to help source and connect organizations to in-demand potential hires. It’s probably not the right answer for everyone, but something to consider if you’re looking for a powerful personality as well as a great resume.

4. Reverse investigation puts employers under the microscope

Smart job seekers have always researched the companies they apply to, but they are increasingly conducting this research through platforms like GlassDoor, LinkedIn, and Facebook. They are digging deeper into detailed information about their prospective company, its hiring practices, salaries, and even reviews from existing and previous employees. All in service to find out if joining the company is going to be the right decision for them. Job hunters are also investigating other employees who work at the firm, gathering information on the organization to make the best decision about what kind of company and culture they want to work within. Track the awareness of your company on these platforms to make sure you’re not caught unawares when you start to see some qualified applicants slipping away.

5. There’s some weird new stuff happening, too

Some companies are deploying innovative techniques to differentiate themselves and attract the best talent. Recently, Uber ran a hiring campaign that recruited hard-to-source engineers by targeting them when they were actually taking a ride in an Uber car, and sending them a little code game for them to complete during their ride. This unique approach enabled the company to identify and differentiate themselves to premium candidates in geographies with a high concentration of tech jobs and lots of competition for qualified candidates. As the need for specialized talent heats up, expect the most competitive companies to use unique recruitment campaigns to both show the candidate pool that they are innovative, and establish a bond with qualified candidates that echoes their corporate brand.

“May you live in interesting times.”  – ancient Chinese curse

We do seem to live indeed in interesting times, and when you’re scouting out a new career opportunity or looking to fill important open positions it can almost feel like you’re at war.

Arm yourself to meet this challenge with the resources, strategy, and plan to make sure you can win the fight. Start off by clarifying what victory will look like, and create a SWOT to identify the core strengths that can set you apart from your peers. Then make sure you put together a solid plan to succeed.

Get ready. And get your marching orders.

Cause it’s like a war out there and your success in sourcing the best employees depends on how well prepared you are to win.

 

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Yooniko (a brand of Metamorph Corporation) is dedicated to creating the future of unique, personal branding. Find out more here.

Jay Denhart-Lillard

I specialize in Innovation at the intersection of Marketing Strategy and Technology. Digital, Strategic, Marketing Executive with 25 years of experience in building brands in corporate and agency environments. Created and executed great customer experiences that also meet or exceed sales objectives. Provided leadership for multiple digital launches and marketing innovation projects, managed teams and P&Ls, while keeping a razor-sharp focus on customer need. 7+ years of leading marketing research projects has honed my ability to spot customer insights and design plans to change behavior. Specialties: Multichannel Marketing, Digital Marketing Strategy, Cross-Channel Marketing, Customer Segmentation, Social, Mobile, Digital Strategy, Market Research. I blog for my new company at https://metamorphcorp.wordpress.com/ Follow me on Slideshare at http://slideshare.net/Yooniko

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