The final quarter of 2018 will soon be upon us and at Socium we wanted to take some time to review the emerging trends we have seen in the recruitment industry over the past year. Technology has no doubt had an impact in how we source candidates, but we’ve identified that companies are also increasingly looking for a more personalised and bespoke approach to recruitment.
From new digital tools to forward-thinking ways of sourcing, we review our top 5 tech recruitment trends you need to watch:
Recruiters have used LinkedIn to source candidates for well over a decade but other digital channels are wanting a piece of the pie. Earlier this year internet giant Google launched their AI-powered job search engine which collates jobs from major online job boards as well as job listings on company careers pages.
A recent research study found that only 47% of recruitment agencies are currently implementing Google for Jobs on their website. Google for Jobs is undoubtedly one of the biggest changes the industry has seen in the last year and if your careers pages aren’t optimised, you risk being left behind.
With candidates being in high demand throughout the tech industry the traditional recruitment model is changing. Each highly skilled vacancy has evolved into a search project with the need for a dedicated delivery team. Companies are partnering with trusted specialists who understand their business rather than distribute their vacancies to a long list of suppliers.
Rather than using a ‘one size fits all’ approach, forward-thinking organisations are looking for a more bespoke and personalised method of recruiting, that’s why we developed Fuse.
It won’t come as a surprise that sourcing passive candidates is a priority now more than ever in the tech industry. The best talent is more often than not already in employment and not looking to jump ship. These candidates need to be actively sought out and “sold” the position. You need to be having prior conversations with these candidates in order to understand what their dream role looks like long before you approach them with a position.
We often refer to the ‘Gig’ economy when discussing low-skilled jobs, but a sizeable portion of contract and self-employed work is in high-growth industries. According to a recent research study the highest paid gig economy jobs are in Artificial Intelligence and Web Development.
Millennials are more interested in working for themselves and setting their own hours than previous generations. Due to this, the trend is expected to increase in the coming years. An on-demand workforce can be an advantage to companies who are looking for highly skilled workers on a short-term or project by project basis.
70% of candidates use their mobile device to view career opportunities and almost 50% will apply for a job using their phone. As mobile devices are fast becoming a part of the job hunt it is important to ensure that your business’ online application process is developed with mobile in mind. ‘One click’ buttons for job applications and ‘quick apply’ processes are being identified as a priority in order to increase mobile conversions.
The need to incorporate digital into your recruitment strategy is becoming increasingly more important but as is the need for a proactive recruitment model. With the majority of positions in technology being classed as ‘in demand,’ it’s not enough to post a vacancy on your company page and hope for the best. Recruiters need to be aware of the business’ future plans so they are able to begin creating talent pools before a requirement is needed.