Recruitment Industry Snapshot – Paving the way for 2016
In the second part of our recruitment industry snapshot series, Toby Conibear, Business Development Director, Bond International Software, takes a look into his crystal ball to predict what could be the big recruitment industry trends for 2016, and what impact they may have on recruitment agencies.
Securing the Candidate Gold Standard for Service
Competition in the recruitment industry remains fierce, and will continue to do so. It is therefore crucial that recruiters are regularly interacting with candidates to source feedback. Analysing candidate feedback will help your company meet internal gold standards and drive service improvements to provide candidates with the best possible recruitment experience – a key consideration as 2016 looks set to be another Year of the Candidate. One of the best ways for your recruitment agency to further develop the way in which it engages with candidates is to ensure your recruiters ask them, placed or not, for feedback. With savvier job seekers, agencies must be on the top of their service, constantly looking for ways to improve candidate interaction and make sure their candidates are happy. There will be a tighter focus on how recruiters are performing in terms of customer experience, so it is important to ensure you have a strategy to source feedback and adapt quickly during 2016.
Capturing Candidate Commitment
The competition for good quality candidates is not going to abate over the next 12 months. The number of agencies has increased and more jobs are now available for fewer well-qualified candidates. With a number of jobs to choose from, the candidate really does hold all the cards in the relationship. Faced with multiple options, candidates are increasingly suffering with commitment phobia. In some instances, it has become common for candidates to simply fail to attend an interview without warning or good reason. Worse still, candidates are accepting job offers and failing to show up on day one. Social media and digital communications now dominate and this trend has had a real impact on candidate loyalty. Recruiters commonly use social media to communicate with candidates but the lack of a personal approach is contributing to a situation where the candidate has no regrets about letting the recruiter down. Recruiters need to both embrace the technology available – Twitter, LinkedIn etc – but also ensure the basics are right. Taking the personal approach will be important for recruiters in 2016.
Fragmented Social Media Platforms
Over the next 12 months, we’ll see a fragmentation of social media, specialist social media platforms within particular industry sectors. This has started to happen already and those specialist platforms will have new and interesting ways of capturing data relating to their subscriber bases – giving recruiters new and interesting tools to help analyse who might be suitable for a job. As we move forward, it will all be about enriching the data, giving users more specific information to create a trigger to actually make contact and start the process.
Doubling-Down on Data Protection
After three years of debate, the new EU Data Protection legislation is imminent, with the final version of the General Data Protection Regulation legislation set to be implemented within the next month. With the threat of costly fines, coupled with the ‘right to be forgotten’, handling data is more challenging for the recruitment industry than ever before. Receiving a large fine can potentially be devastating for any recruitment agency, from not only a financial but also a brand perspective, especially if micro or SME sized. Fully understanding the correct use of data is an important skill for any recruitment professional as we move forward into 2016.
Transparency is the best approach – from both the candidate and client perspective – when handling data. Candidates are now savvier than ever, and now society has become more aware of rights regarding the use of personal data, there is no room for a recruiter who doesn’t understand data use, data storage and the need to communicate data strategies. In order to address the data protection challenge in 2016, it is important to assess the impact of all new business strategies on every team member – how their day-to-day processes will change, whether their workload will rise and how they feel about it.
As the power struggle between candidate and recruiter is set to continue long into 2016, there will be an increased need for recruiters to adapt and flex to candidate behaviour. Having a true, clear understanding of how your recruitment agency is performing, keeping the basic soft-skills in play and having a handle on data protection will help prepare you for 2016.
In case you missed the first part of our Recruitment Industry Snapshot, click here to read about the biggest influences on the recruitment industry in 2015.