Recruitment Market Retrospective 2012

By Danya Williams, Marketing Communications Manager, Frog Recruitment

As 2012 draws to a close, it’s often good to look back over the last year and appreciate what you have achieved, where the challenges have been and what you have learnt. At Frog, in retrospect of the blogs we have written and proved popular with our readers, there are 10x key themes which we have identified as defining the recruitment market and our world in the last 12 months. Following is a summary of each topic and links to the full blog:

1.       Talent Acquisition in a Changing World               

Responding to change means adapting and taking advantage of the opportunities that present themselves in order to survive.

Talent is a top business priority and differentiator in the GFC recovery. By developing proactive hiring strategies companies will control costs and meet their future talent needs. Candidates have grown to resent the traditional recruitment process  and instead want transparency and speed. Access to talent is increasingly becoming available to all so you need to build relationships with candidates using integrated digital, mobile and social recruiting strategies, rather than rely on outdated databases and job boards.

Talent Acquisition in a Changing World >>

2.       The Contingent Workforce Shift              

An optimum blend and utilisation of the contingent workforce provides organisations with significant competitive advantage. The contingent workforce typically represents approximately 25% of the total workforce, so the need for an optimised and integrated HR and recruitment strategy is a challenge for businesses today. Individuals need to become comfortable being independent, change their mind-set and create a personal brand for themselves.

The Contingent Workforce Shift >>

3.       Culture Branding vs. Employer Branding

In recent times several gaps have become apparent with Employer Branding which points to the challenge of ‘being authentic’.  Candidates are savvy and largely distrust marketing messages, which is where culture branding comes in as being an employer brand without the makeup on. Employees are being encouraged to tell their stories about what it’s really like to work at their company, so potential candidates will know immediately if they are the right ‘fit’. The benefit of culture branding increases quality candidates to be attracted and retained.

Culture Branding vs Employer Branding >>

4.       Skills Shortages and Sourcing Talent with Forensic Search          

Good talent is hard to find and talent shortages are looming around the world. Innovation around identifying the most distinctive talent in the most efficient and cost-effective way possible is critical for success. The emphasis is less about the constructs of the actual position and more about the full gamete of information that surrounds the organisation. Frog conducted a skills shortage survey earlier in the year to inform and stimulate debate on this hot topic and a link to the results can be found here:

Skills Shortages and Sourcing Talent with Forensic Search >>

5.       Trends in Virtual Recruitment  

Virtual recruitment is revolutionising the recruitment process by enabling organisations to source, attract and recruit people in an ever-changing and expanding global workforce. Whether it is video interviewing, video position descriptions, video resumes, employer brand videos, or virtual career fairs this is fast becoming a norm in facilitating introductions between organisations, agencies and candidates in a virtual environment.

Trends in Virtual Recruitment >>

6.       Successful Internship and Graduate Recruitment Programs

Organisations are tapping into a talent pipeline of young minds that are adding value in numerous ways by busting with enthusiasm, fresh insight and devotion to doing a good job.  Here at Frog, we’ve experienced first-hand the benefits of engaging with interns and graduates who have always done an exceptional job managing our front of house, social media platforms, eCommunications, as well as significant pieces of research. We find that this workforce only needs one thing to get them going: a chance.

Successful Internship and Graduate Recruitment Programs >>

7.       Agility over Size

“It’s not the big that eat the small; it’s the fast that eat the slow” Dr John Sullivan.

The most agile organisations will anticipate and react to opportunities in order to compete and adjust to the new normal. The business world is unpredictable and assumptions change. An agile and innovative workforce solution will help manage, react and anticipate this change. How will your talent strategy help or hinder you when change is on your doorstep?

Agility over Size >>

8.       Trends in Mobile Recruitment

What’s currently being developed for the recruitment industry will be a simple mobile interface that combines all the necessary technology tools and processes in the one place (Job Boards, Aggregators, Social Media, Mobile and Referrals). Mobile shouldn’t be an option when developing an online presence, it’s essential. Another trend to watch in 2013 will be the rise of augmented reality (AR) especially developed for recruitment .

Trends in Mobile Recruitment >>

9.       Workforce Planning Strategies. Yes – they ARE for everyone.

Organisations need the right people, in the right place, at the right time. This can only be accomplished by forecasting and planning for what will be required to meet business objectives. The market is fast accelerating away from ad hoc approaches to talent acquisition, and rewarding employers whose wheels are already in motion with workforce planning strategies.

Workforce Planning Strategies. Yes – they ARE for everyone. >>

10.   Social Quotient and Recruitment

SQ (Social Quotient) is the next level to attract and develop staff. Someone with a high social quotient will have the ability to positively influence and inspire others to achieve, whilst also being able to prioritise their work to generate the biggest output. In the selection process, there are various tools, techniques and assessments that are available to measure SQ. Management training programs need to be focused more around identifying and developing the social intelligence of future leaders.

Social Quotient and Recruitment >>

We at Frog see it as our responsibility to keep you up-to-date about the trends and changes that are making their mark.  The magic happens when we interpret these into smart, reliable, agile solutions for our clients and candidates.

And yes, it’s true… we are already looking forward to 2013!

Connect with Danya Williams via Email | LinkedIn | Twitter | Full Profile

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