I have been recruiting for about eight years. When I first started, the first generation iPhone was about to be introduced, the housing market had just crashed, and Britney Spears was still relevant.
Alot has changed since then. We live in a time where technology and trends evolve faster than you can blink. So why wouldn’t the art of digital/technical recruiting evolve with them? I’m not reinventing the wheel here and doubt very seriously that this blog will end up in any history books, but here are a few predictions to ponder for 2015.
R.I.P., Cover Letters.
Can we just take this thing out back and kill it already? I honestly can’t remember the last time that I read one. If you have insomnia, print out 15 cover letters and read them at night before bed. The majority of them are so generic and provide no content that is useful. If you want to know more about a candidate, just pick up the phone and call them. I know that may sound like a crazy idea to some, but a personal phone call is still king.
It's (finally) time to ditch the career fair.I have never been a fan of career fairs; especially not for sourcing technical talent. Some developers aren’t the most outgoing folks in the world to start with, so an awkward career fair doesn’t help them shine. How about a hackathon instead? Put techies in their natural habitat to see where their true talents lie. You don’t ask a homebuilder to build a Ferrari; don’t ask a developer to attend career fairs.
Recruiters will expand beyond LinkedIn.I’ll say it: LinkedIn Recruiter may be the most overpriced tool on the market, especially in the digital/technology industry. Take a few days to master X-Ray searches, build out your network, and utilize your ATS system to its fullest, and you can save $10K. Use some of that money on some of the other social media tools on the market that crawl the internet for candidate information via numerous social media sites like GitHub, StackOverflow, Dribbble, Behance, etc. Some good ones to think about are TalentBin, Dice Open Web, and Entelo.
It’s a candidate’s market.Let’s take quick trip down memory lane to sophomore year. You’re in your Econ101 class learning about simple supply and demand. The demand for talented developers is very high and the supply is not meeting it. So what happens? They can ask for more money and they can get it from organizations that have a pulse on the market. Wonder why your full stack Django/Front End developer role has been open for six months? Maybe because your HR group has deemed this resource should make $80K and wont budge. If you want top talent, open your wallet, make sure you have a tech stack that is appealing, and foster a culture that makes people want to be there.
Pagers will come back in style.Ok, not really, but just wanted to see if you were actually paying attention.
Mobile applications will be more crucial than ever.
In 2014, the number of mobile users finally overtook the number of desktop users, and the gap will only continue to expand.
If you want better talent to apply for your jobs, make it easier for them to show interest via mobile. Otherwise, the application process is way too painful—going to a website, uploading a resume, and then filling out a 45 minute application that has the exact same information on it as a resume? Who has time for that? People are on the go and time is precious.
I think this is a good start for things to think about in 2015. Please don’t get me started on Vendor Management Systems. No matter what year it is, if you really want to be a better recruiter in 2015, be curious and truly engage with your audience. Curiosity is the catalyst for learning, and good recruiters are open to learning new things. It’s an ever-changing world and you have to keep up.