1. Job seekers have the power. When the economy was tighter, recruiting was more straightforward. There were more job seekers, and they had fewer jobs to choose from. With the economy much improved, companies need to work harder to attract candidates and speed up the process to avoid losing a great candidate.
2. Personalize the recruiting process. You'll need to woo each candidate as an individual. Even for non-executive roles, searching for top candidates becomes more like executive search.
3. Money talks. Along with getting to making an offer more quickly, companies need to make more compelling offers to win over candidates. Sign-on bonuses and paid relocation are no longer a thing of the past. Expect to have to outbid simultaneous offers or counteroffers from the candidate's current employer.
4. Phones are the dominant technology. The recruiting action all happens on mobile phones, now. Candidates expect not only to have interviews over the phone, but also to access the company's careers information on their phone. If your site isn't mobile-friendly, the candidates may not be friendly, either.
5. There's more opportunity for recruiters, too. Companies won't only be competing for IT staff, they'll be competing for the recruiters who find the IT staff. Companies may have to make competitive offers to hang onto their recruitment specialists. Even companies that previously used internal recruiters may need to turn to agencies for assistance due to being shorthanded.
6. Candidates love video. Static text isn't good enough anymore. Businesses need to integrate video into the recruiting process, with videos about the job opportunities and life at the company. Video interviewing can be a convenient way to interview candidates without having to bring them to the company site.
7. Resumes are passé. Candidates don't want to upload a resume to each potential employer, and they hate having to correct parsing errors after it's loaded into your system. Streamline the process by working with their online profile at sites like LinkedIn. And because resumes can hide a candidate's strengths, also review a portfolio of their work. Seeing what they've actually done will give you a much better perspective of what they're capable of.
8. Just-in-time hiring isn't fast enough. If you only look at resumes when a position is available, you'll miss out on great candidates. In today's job market, top-quality engineers are in and out of the market fast. When an impressive resume crosses your desk, consider making an offer even if you don't have an open position. You're better off already having top talent on staff when a role opens up, compared to searching for weeks while being shortstaffed.
9. Hire people you already know. The best person to work for you may be someone who worked for you previously. Unless someone was terminated for cause, bringing back someone who already knows how your business operates gives you a "new" hire who can settle in and start producing quickly, rather than needing to get familiar with how to get things done.
10. Emphasize workforce planning. Increased turnover and a competitive hiring market means you need a better plan for keeping your employees working for you and developing their talents. Improved use of data will help companies develop effective policies, as predictive metrics become further developed.