As 2013 draws to a close it’s the time for businesses to look back to their performance and assess ways to improve their performance in the next year. Recruiting the right employees is important for the success of a business. Finding a suitable candidate for a vacant position is not easy, especially for a technical position. This has given rise to technology staffing agencies that help businesses get access to the right IT candidate.
In this changing business contour, staffing firms are also adopting new strategies and ways to find candidates to fill their clients’ vacant positions. Here we will discuss the new corporate recruiting strategy that is expected to dominate 2014:
The search for talent intensifies
2014 is expected to be the year of the return of intense competition in recruitment. The search for IT professionals is expected to be high again in 2014. IT staffing firms will need to stretch their recruiting resources and tools to the limit in order to intensify their search for the right candidates. As a result of this increased competition, recruitment firms will be under pressure to find new ways of recruiting and providing their clients with a competitive talent advantage.
Employer branding as a recruitment strategy
Employer branding is expected to return as a long-term recruitment strategy. This shift is partially because of the increased demand in recruitment and also because of the rise of social media. The willingness of employees to comment online about their current and former employers on forums like Glassdoor, LinkedIn and Universum has greatly influenced the corporate recruitment environment. While trying to recruit for a vacant position, recruitment firms also need to consider its clients’ online presence and this recruitment’s influence on it.
Recruiting impacts business goals
Recruitment should attempt to align with business goals - this long term business standard is finally changing. Earning revenue is the primary corporate goal and by comparing the revenue impact of great candidates with that of average and weak candidates, it can easily be concluded that recruitment is one of the most important factors that impacts corporate goals. There’s a direct relation between recruitment and improved business results. Quality of hire is the most important recruiting measurement.
Look for innovations
There has been a series of innovations over the last few years. Innovation driven firms like Apple and Facebook look for innovative employees. The renewed expectation for rapid corporate growth indicates an increased demand for innovative employees. It will not be possible for staffing companies to find innovators until their current recruitment system is redesigned. They must redesign their staffing strategies and plans to facilitate innovators’ recruitment.
Maintaining a list of passive candidates
Staffing firms should create and maintain a list of passive candidates. Passive candidates are those candidates that are not in job search mode. These individuals often resist applying for job simply because they do not have time to update their resume. Although there are administrative hurdles, recruitment firms are accepting social media profiles of candidates only with the sole intention of initiating the hiring process.
