At the start of a new year I am always asked what job search and recruitment methodologies will change or dominate in the year ahead. This is what I expect to happen in 2015 to any recruitment process.
Hiring Managers, recruiters and job seekers will all need C.P.R.
By that I mean all elements of any recruitment process will need to be more Concise, Precise and Relevant, than they have ever been before.
Our use of digital technology is not going to diminish and the volume of distractions we encounter on a daily or even hourly basis, is only going to increase. Research from the National Center for Biotechnology Information, U.S. National Library of Medicine shows that attention spans are dropping at an alarming rate. Human beings have a lower concentration span than that of a goldfish. We come in at 8 seconds, compared to 9 seconds. We only read 28% of any web page which has an average of 539 words.The implication of this trend on all sides of the recruitment process is significant.
For the job seeker
All elements of a personal brand will have to be geared towards grabbing an employer’s attention in a diminishing window of opportunity. This will start with a deep understanding of a value to market proposition, showcased in professional photos, professional headlines, online profiles and CVs. Candidates will need to be able to show immediately where and how they add value and meet the organisations’ requirements, with specific examples. I don’t buy into the philosophy that important soft skills can’t be measured or made visible and illustrated. Of course they can.
Those that haven’t hoisted this on board and reject any part of it, either out of laziness, arrogance or ignorance will get left behind. If their story is still meandering, chronological and task focused, with no indication of self insight, there is a high risk of employers losing interest, tuning out and moving on quickly to the next candidate. This applies equally to verbal and written delivery. All elements will need to be succinct, accurate and relate to the application in hand. (CPR) To avoid job seeker white noise syndrome, candidates will need to perfect the art of pitchcraft. This will mean that every CV and pitch, whether at an interview or networking event, will have to be adjusted for each situation.
Otherwise employers will move on.
For the Recruiter
With a high number of job seekers on the market, or passive candidates potentially open to career moves, all recruitment and executive search consultants will have to tighten up the recruitment process. This means having a good understanding of the client’s business and being able to identify and develop top candidates within tight timeframes, or risk losing the best. Those that aren’t digitally savvy and fluent in social media, (which in itself is fast and succinct) and lack a strong networking C factor,are destined to struggle. Recruiters who know the best channels for reaching those candidates speedily and easily will be ahead of the game.
But above all, recruiters who do not treat candidates with integrity will deservedly lose out. Candidates and hiring managers will simply go elsewhere.
For the Hiring Manager
Research suggests that 36% of employers plan to increase their head counts in 2015, up by 12% on 2014. If there won’t be a full on war for talent, there will certainly be skirmishes, as top candidates have their pick of opportunities. Now is the time to make sure that all parts of the internal hiring process function perfectly, as employer brands based on candidate experience, will come under scrutiny. Starting with precise job descriptions and an accurate assessment of the required skill set. No your receptionist does not need an MBA.
Protracted hiring processes damage employer brands and is flawed from both sides, especially if it involves multiple interviews. The chances of a poor hiring decision can increase with each additional person and step involved in the process, as responsibility for the final decision becomes diffused. Interviewing is quite often done in panic mode, with little thought given to structuring the process strategically for optimal efficiency. Spreading the hiring responsibility also provides protection against failure. No single person will be accountable if the hire does not work out.
So which ever side of the hiring process they fall on, all players will have to breathe life and resuscitate their game plans to be effective in 2015 to be more concise, precise and relevant.