The power seat has shifted and job seekers are finally beginning to take the upper hand - now recruiters and human resources professionals are having a hard time filling great positions. According to the Glassdoor Recruiting Outlook Survey conducted by Harris Poll, nearly half (48 percent) of hiring managers note they don't see enough qualified candidates for job openings and 29 percent don't see enough people period… a far cry from seven years ago when the recession hit and applications flooded inboxes.
And, it doesn't look like things are getting better any time soon. One in three (36 percent) believe voluntary exits will increase in the next six months.
So what does this mean for companies? How can they start to attract the right fit for open spots? First, the method of reaching candidates need to change.
Passive recruiting is so…passé
In a world where email overwhelms and phone calls are sent to voicemail, the recruiting methods that were successful just a few years ago aren't cutting it anymore. More than half of hiring decision makers (52 percent) said so-called "passive recruiting" - where candidates are contacted by recruiters versus candidates who apply directly via a company's career website - has been less effective in attracting highly qualified candidates over the past year. That's even more true at large (69 percent) and midsize (70 percent) companies. And, more than half (51 percent) of those who think passive recruiting is less effective note candidates are wary of emails from networking sites and response rate is lower.
Social recruiting isn't just a buzzword
Nearly a quarter (24 percent) of respondents admitted they are not actively using social media to recruit. Twitter, Facebook, Instagram, Pinterest or Glassdoor - people are scrolling through these mediums all day, every day, which presents a huge opportunity for companies and brands to interact and engage with qualified job seekers. These resources are a way for companies to showcase their company culture and what sets them apart from competitors to job seekers.
"As job seekers have access to more information about companies than ever before, there is an increasing amount of responsibility that falls to employers to create a successful employment experience. As an employer, we strive to share our story on sites like Glassdoor about what makes our company an attractive place to work alongside our latest job openings. For job seekers, there is now more responsibly to do their homework before accepting a job offer to determine if a position is truly right for them," said Mel Kohr, director of talent sourcing at Nestlé Purina.
"Our recruiting team doesn't just focus on attracting candidates with our job openings, we also focus on making sure our employer brand comes across clearly so candidates get a better picture of what it's really like to work at our company. In turn, this allows us to accomplish our goals of finding the right person for the right job to ensure long-term success at Nestlé Purina," adds Kohr.
Traditional job boards are a thing of the past
One in three (32 percent) of hiring managers believe traditional job advertising is outdated. To find and hire the perfect fit for an opening, hiring managers are going to need to use the tools that potential employees are most familiar with, including mobile. Of those surveyed, 17 percent said their company's recruiting systems did not allow candidates to apply via a mobile device. However, in 12-24 months, hiring decision makers expect an average 26 percent of job applicants will come through mobile devices. This is higher among mid-size (37 percent) and large (34 percent) companies. In order to recruit the candidates of the 21st century, companies need to use 21st century tools.
Want to learn more? Download our new eBook, 5 Recruiting Challenges for 2015 and How to Overcome Them now!Methodology
The Glassdoor® 2015 Recruiting Outlook Report was conducted online within the United States by Harris Poll on behalf of Glassdoor between October 27 and November 4, 2014, among 515 U.S. HR and business managers with primary authority for hiring. Mid-size businesses are defined as companies with 500-3,500 employees. This online survey is not based on a probability sample, and therefore no estimate of theoretical sampling error can be calculated.
