In the world of HR and business management, every era brings a new set of exciting opportunities, and along with those opportunities come challenges unique to the age. 2013 is no exception, and savvy hiring managers are already looking for ways to adjust and streamline their approaches to candidate sourcing, and screening in the year ahead. Here are a few of the most important ways in which recruiters, managers and HR pros will need to adapt.
Prepare for the 2013 Hiring Landscape
1. Optimize Mobile Utilities
A few years ago the world started to go digital, and companies that ignored or shrugged off the arrival of the Internet age did so at their peril. Those who weren’t ready to launch websites and start thinking about SEO were swept aside, and online selling and marketing are now commonplace for almost every business model, product, and service. Now it’s time for the next step: taking web utilities and making them accessible by mobile device. If talented job seekers can reach you online, that’s great. If they can reach you from a mobile device while on the go, that’s better.
2. Match Skills with Positions
Workforce shaping and in-house training are becoming watchwords for the next decade. It’s no longer enough to simply hire smart young candidates brimming with potential. In a world of increasingly focused and narrow skill sets, you don’t need ambitious go-getters; you need Level 2 CNC programmers, licensed and certified technicians, designers, engineers, and artists who specialize in your tiny corner of the marketplace.
3. Cultivate a Pipeline
How far into the future does your long-term staffing plan extend? If your answer is “three years or less,” that’s no good. Get the most out of your existing talent by making sure your best employees have a place to go when they’re ready to advance. And if you have a position that’s likely to open up during the next few years, groom and train someone in-house; you’ll mitigate risk and save countless resources when that day arrives.
4. Use Visual Media
Visuals are fast becoming the most effective message delivery system to your pool of talented potential employees. Find a way to incorporate graphs, illustrations, videos and multi-media into your job posts and other targeted information, like the “careers” tab on your webpage. Every open position in the company should have its own frequently updated blog, and that blog should be heavy with visual media and visual messages.For more information on preparing your hiring strategy for the challenges ahead, reach out to the Seattle staffing and HR experts at Pace. Our years of experience allow us to look into the future and see what’s coming, and we can help you do the same.