CE Weekly Picks: What’s New in Staffing & Recruiting, cont’d

CE Weekly Picks: What’s New in Staffing & Recruiting, cont’d

By March 31, 2017 Uncategorized No Comments

Last week we featured the first of our multiweek spotlight on What’s New in Staffing & Recruiting right now. We were going to move on to a new topic next week but SO MUCH IS GOING ON right now in Staffing & Recruiting that we feel obligated to keep this going one more week. So here’s part two!

To Review:

Because we work with IT Professionals, Engineers, and others in the Tech Sector, we often don’t get a chance to check in with the work of *people connecting people*, which is really what we do and what we love.

There is so much to be excited about in how the Staffing Industry is changing and developing better tools for a better connections, professional relationships, and brighter workplace culture. We work with so many kinds of people in different kinds of jobs who are invested in different technologies and spheres of influence: it’s important to make sure that we are always offering the best to the people we work with in every part of the Equation.

This week we’re following the emerging trends of 2017, including the Trump Administration’s expected impact on Jobs, FT PT Perm Hiring, as well as Temporary and Contract Hiring.

Undercover Recruiter offers 5 Trends to watch out for:

  1. Companies will be under pressure to offer higher pay
  2. Job seekers will need to emphasize their soft skills 
  3. Employers will communicate with candidates via text
  4. Workers in general will need to become more savvy on social media
  5. More companies will be open to hiring workers who are short on experience

In Hot Areas for Hiring, we can see IT comes up on top:

Of employers who plan to increase their number of full-time, permanent employees in the New Year, the top five areas they will be recruiting for include:

  1. Information Technology – 28 percent

  2. Customer Service – 27 percent

  3. Production – 26 percent

  4. Sales – 25 percent

  5. Administrative – 24 percent


<infographic courtesy of Career Builder>


Over at Recruiting Daily, we get the winningly dramatic:

Last Breath: A Hiring Handbook for Surviving The Recruiting Apocalypse

with a countdown of the 4 techniques small Recruiting firms can use to survive these difficult times, including

4. Mask Off: Get to Know Your Hiring Managers.

How did they get here? What was their professional journey? What did they do that they considered essential for success? How do they define failure? What do they value most in a coworker, and what sort of relationship do they hope to have with the new hire?

3. Turn on the Lights: The Value of Candidates As Connections, Not Customers.

“Stop worrying about wasting time on the candidates who stand no chance of getting hired and spend that time instead building deeper relationships and more meaningful connections with the finalists who have already proven they have what it takes to get hired (even if they weren’t the first time).
If you put the effort into connecting with these candidates, the ones who can actually fill reqs instead of just jam up your ATS, then you’re creating the kind of experience that top talent is not only the most likely to reconsider other roles at your company, but also, to tell their friends.”

2. Know The Meaning: Learn Your Business Better Than Anyone.

“Spend time with line managers. Shadow employees and schedule meetings with key stakeholders across other functions and LOBs to get to know more about what they do, how it fits into the company, what types of candidates they’re looking to hire and how you can help.
Read financial reports, press releases and marketing collateral – anything out there to help you become an expert not only on hiring, but on the business itself will provide the types of insider and institutional knowledge that provide a competitive advantage when dealing with hiring managers, candidates and senior leaders alike.”

1. Be A Badass.

“Don’t be another recruiter. Do you. Don’t live up to expectations. Exceed them.”


In the Recruiting & Staffing Industries, it is incredibly important that we encourage and support our client companies’ Diversity Goals.

“Companies with diverse work forces are 45% more likely to report that their firm’s market share grew over the previous year, and 70% more likely to report that their company captured a new market.”

getty_538055402_163706One key way that we can do this is to talk about and actively work against Recruiting Bias.

The people over at Inc. have come up with a simple guide to

Overcoming Recruiting Bias to Hire the Right Employees

1. Follow the data.

“Benchmarking our progress has been crucial to our success so far. We used Culture Amp to create a survey, compare ourselves against other, similar-size tech companies, and promote dialogue between our employees. We also worked with McKinsey & Company, whose survey on women in the workplace illuminates why companies don’t have more women in leadership roles.

These measures ensure that our diversity goals are achievable and that we’re held accountable to them.”

2. Set specific diversity goals.

“After much debate, we decided to prioritize hiring women in technical roles and leadership roles and hiring underrepresented minorities such as African Americans, Native Americans, and Latinos in technical roles.”

3. Encourage concrete feedback.

“Restricting employees’ vague feedback and encouraging them to be as specific as possible has given our recruiters new insights into the candidates they bring in for interviews. You won’t find phrases like “great culture fit” on our evaluations anymore, because we’ve banned them.”

4. Find your identity.

“At the root of our diversity initiative is a question: What kind of company do we want to be? To find this out, you need more than data.”


Finally, we have 3 Stories from Social Talent that Prove

Flexibility Is The New Recruitment Buzzword

1. Your Job Will Arrive in 5 Minuteschart

“Data released from Indeed– the Mount Olympus of the jobs world- has shown that more people are searching for ‘uber-style’ jobs. This means people are more interested in working in short-term jobs instead of a single, full-time career. This new style of working life is repeatedly being referred to as the ‘gig economy’. These short-term and varied projects are most popular to Baby-Boomers.”

2. With Great Flexibility Comes Great Potential

Screen-Shot-2017-02-09-at-13.42.32FlexJobs has conducted studies that support the reported rise of the gig-economy. FlexJobs acknowledges that at the beginning of every year job searches have to deal with a flurry of “Best Jobs in 201x”. These lists offer a breakdown of recruitment trends and encourage people to apply for the roles that showing signs of growing popularity. FlexJobs has taken a slightly different approach and has compiled a list of jobs that are expected to provide searches with the greatest potential.”

3. Be Open To Flexibility- And The Opportunities That Come With ItKasey-2-659x1024

Kasey Champion is the pin-up girl for combining passion and skill and turning them into a dream career. Previously a software developer for MicrosoftChampion made the move to Microsoft’s Learning Experience Team. This move was fuelled by her infectious drive for education, coupled with her undeniable expertise in computer science.”




Check back next week for the last part of our Recruiting & Staffing Industries Spotlight, and as always

Have a good weekend!


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