It’s the time of the year for trend-spotting, and a number of staffing and recruiting trends for 2015 have hit blogs and social media already. I am adding our voice, focusing on what we and our industry peers believe will be the top three staffing trends for 2015 and beyond.
1. Digitization ruling both sides of staffing equation
Thanks to the internet in general and social sharing in particular, the world is becoming smaller and more transparent. Recruiters and hiring companies are finding out more about candidates online, and candidates are able to do the same. Digitization is doing to the CV/résumé what the eBook is doing to the paperback.
The year the traditional résumé goes away?
Maybe not, but the writing is on the digital wall. These documents are being circumvented already by online application processes and talent management systems. The ‘static’ profile will be replaced by a virtual, dynamic profile that is maintained online.
LinkedIn and other online profiles
Currently the top place for keeping such a professional profile is LinkedIn, although other options are available, including a vanity URL for complete control and sharing not only what you have done, but what you could do, showcasing knowledge and capabilities via blogging or other means. This is particularly effective for recent college grads with little or no work experience. And it’s becoming more important when employers, including LAC Group, increasingly dive into the pool of ‘passive’ candidates—people who are not actively looking for work.
Employers know that they too are being vetted online
Keeping track of what employees are saying online is becoming as important as monitoring what customers are saying, as employees are able to give a peak behind the scenes on sites like GlassDoor.
Current recruiting and applicant tracking systems rely on keywords and algorithms to match specific skills and experience. It’s the most expedient way for organizations to find people with the specific capabilities they’re seeking. Yet new technology is evolving to turn this purely technical process into a more human experience. According to Jerome Ternynck, founder and CEO of SmartRecruiters in an interview on SFGate,
“Applicant tracking systems are phasing out as a result of a need for a more candidate-friendly experience.”
This is especially important for millennials in the workplace, who are accustomed to socializing and sharing everything online.
2. Distributed, flexible staffing
The next trend we see is the ongoing move to a distributed labor model, one that is more flexible and responsive to changing business needs. When companies and law firms need help, they are looking at every option, not just hiring full-time employees. A staffing ecosystem continues to develop and strengthen the virtual “net workforce.”
The non-traditional workforce is here to stay with freelancers, contractors and independent consultants available for any skill or task. Online talent markets for tapping into this contingent workforce will continue to evolve; meanwhile, companies like LAC Group will be hiring while corporations, law firms, universities and government agencies may be more focused on fulfilling needs, with or without adding employees to their own payrolls.
Our Library-as-a-Service platform gives companies and law firms a flexible, “just in time” resource while enabling them to tap into the essentially bottomless supply of remote talent. Both employers and workers can be situated in a location with limited people, as long as that location has good internet access.
3. From who you know to what you know
The adage “It’s not what you know but who you know!” is starting to turn around. Thanks to search and digitization, the ‘what you know’ is becoming easier to find. And social media is turning the old concept of networking on its side.
What you know matters. Some information management skills are in high demand and relatively low supply. If you are having trouble finding work, I advise you to assess your skills and experience. It may be time to learn something new, but the good news is that it doesn’t necessarily mean going back to school.
- Volunteer to be on a team working in a different area than your own.
- Volunteer to do an information management project for a non-profit organization that matters to you.
- Explore classes online, including sites like Coursera.
- Investigate opportunities through relevant associations.
- Seek certifications.
Of course, building and maintaining first-level networks of people you know remains critical. From the employer side, it’s an added level of trust and confidence. From the employee side, it’s probably the best way to rise to the top of the candidate list.
Monitoring trends in recruiting and hiring
For more on staffing trends and data, I have compiled the following links:
From LinkedIn: Trends that will define recruiting in the US in 2015.
From JobVite: 2014 Social Recruiting Survey.
From the Staffing Industry website: The Contingent Workforce.
For jobs related to librarianship and other information services, we invite both employers and candidates to visit our LibGig career site.