The top skills employers are looking for on a global basis in 2016, according to LinkedIn’s official tally, include cloud and distributed computing; statistical analysis and data mining; and marketing campaign management.
Although the results vary somewhat by region — SEO/SEM marketing, for example, ranks third in Australia, but doesn’t even appear on Canada’s list — some competencies, such as analysis and data mining, rank consistently in the top two in most countries.
The survey results indicate the increased emphasis organizations are placing on technology, big data and self-promotion — and staffing each effort with high-quality talent.
The likely result will be increased competition in the latter half of the year for highly qualified top candidates; which isn’t exactly a new hiring phenomenon.
Nearly half of corporate talent acquisition decision makers cited finding top candidates in elevated demand talent pools as the biggest obstacle to attracting high-quality talent in recent years, according to the 2016 Global Recruiting Trends survey.
This year — and potentially after — employers can expect:
An increased focus on certain recruitment methods: With 32 percent of HR decision makers singling out employee referral programs as a chief source of high-quality talent, referrals seem to be evolving into a long-lasting trend, according to LinkedIn. (For similar reasons, hiring managers are turning to another trusted source — former employees — for connections to top candidates and potential rehiring opportunities.)
A greater effort to promote company culture and amenities: Use of outbound channels, including social media and professional networks, has risen in the past two years, according to LinkedIn; both provide ample opportunities to use passive recruitment methods. Possibly to boost social media recruiting efforts, companies’ employer brand spending has increased significantly. These social media stats can help you target your organization’s efforts to represent its workplace as a positive feature.
Deeper hiring process analysis: More companies are using predictive analytics to assess hiring and recruitment methods, according to a recent Gallup report; but they need to use big data techniques earlier on for them to be effective. Two speedy solutions: Thoroughly incorporate recruitment methods into your succession plan, and institute clear, constant goals for recruiters your organization works with to find high-quality talent.
Competition may be fierce in some industries; however, a solid succession plan and talent pipeline can offer you a chance to connect with jobseekers who possess the top skills employers are looking for.
If you’re struggling to find and attract high-quality talent, try these tips on solving your most critical internal and external talent pool issues; interview and hiring process trends that can transform your talent search, rethinking your recruitment methods to find new top candidates and creating an ongoing talent pipelining program.