Trends in employment and hiring are ever-changing. Every year a new trend pops up and employers and HR are . The early scoop is that 2018’s buzzwords are “experience” and “engagement” with a focus on improving both for for employees and candidates alike. With an increase in talent going into niche freelance fields and the growing demand for STEM-field employees, employers are incentivising talent in creative ways. Keep reading for a rundown of hiring trends to jump on for 2018!
Talent shortage is expected to outgrow wage stagnation.
2018 is expected to see a surge in the demand for talent with STEM skills and certification. Employers should consider re-evaluating the budget and incentives for those nice & hard-to-hire job roles. According to the Bureau of Labor Statistics, employers need to adapt new strategies to attract talented candidates and meet the demands of business. Hiring managers need to weigh the value of a quality candidate versus the monetary cost of hiring them. Niche-skilled candidates understand their value, so companies that are paying less-than-competitive wages will struggle to fill these roles. This will also drive employers to offer non traditional benefits, such as inter-office wellness programs and time off/parental leave.
Increased focus on employee wellbeing.
What is “wellness?” It’s a nebulous term that essentially means “good mental and physical health.” More and more, top talent is consideration of the benefits offered by their potential employers as a weighty factor in choosing between job offers. Studies continue to show that employees who feel supported in their job environment are more loyal, satisfied and motivated in their line of work.
Increased use of flexible work environments.
Employers are also encouraged to open up their work-from-home policies for employees where the job is possible and use as an incentive to attract top talent and freelance candidates. Technology in communication, project management and execution keeps improving. In many instances it’s much more efficient to handle projects remotely in an organized project system like Asana or Slack, rather than battling traffic, paying for gas reimbursement (which, if your company reimburses is $ saved), etc.
Improving the candidate experience.
Your company’s first impression is important. Candidates who end up frustrated during the process will let colleagues know about their bad experience. So, focusing on candidate experience will definitely open your business up to a stream of candidate referrals. We’re not talking about rolling out the red carpet, but there are some expected improvements in the hiring process as communication technology increases and is implemented more widely in companies.
Employers are encouraged to speed up the application process via Facebook job posts and other apps. With free and low-cost solutions that have extensive options, there’s really no reason your candidate should have to fill out a paper application. By making your applications available to the public, online, you’re allowing candidates to apply after thoroughly reviewing the job description. They’re more likely to be decisive if they’re applying after they’ve had the chance to review information. Additionally, office administration is encouraged to rely further on branded instant responses to give candidates an idea of when their application will be reviewed and a follow up opportunity.