According to a Harris Poll survey conducted for CareerBuilder, there are some really interesting hiring trends that are emerging this year. Let’s take a look:
Companies are under extreme pressure to raise compensation:
66 percent of all employers plan to increase salaries on initial job offers in 2017 with 30 percent planning to increase by 5 percent or more.
The low unemployment marketplace, in combination with high competition for knowledgeable workforce talent, is creating a powerful burden for employers to come strong with their offers. Candidates having multiple offers in their pocket while continuing to interview is commonplace. All of this creates a high likelihood of counteroffers with every hiring decision. Employers are starting to understand that getting the first offer accepted is critical to getting the best people.
Soft skills have never been more important:
More than 60 percent of employers say they will look closer at the soft skills than traditional competencies in hiring key people. The main areas of attention are on evidence of being a team first person, and dependability.
We can use assessments and behavioral-based interviewing to vet a lot of this out, but I offer one really simple way to judge a person’s likelihood of being a great teammate. Simply ask them in the first interview, “Why are you interested in this opportunity?” They should come with strong answers based on research done on your company and tie it back to what is intrinsically important to them in their career. In short, a candidate who prepares strongly for an interview is very likely to be a great teammate based on a desire to perform well.
Don’t be surprised to get a text from that place you applied:
More than 40 percent of employers say they will use text to reach candidates to schedule interviews and pass along time-sensitive information.
This is something I do exclusively with my candidates. Considering my own behavior, I rarely answer my cell phone or look at my personal email, but I look at almost every text within 10 minutes of getting one… and I’m 40! I will take it one step further and tell you that I text with about 40 percent of my clients. It’s impersonal for sure, but it is not meant to replace relationship-building interaction. It is simply to pass information quickly and efficiently. Just don’t use emojis with candidates.
Workers in general will need to become more savvy on social media:
63 percent of employers said they expect employees across job functions to have some experience with social media.
Ignorance of social media and how to utilize it suggests ignorance of technology. This is a tech world and to stay relevant as a talent in this marketplace you have to be open minded enough to understand the place for social media in the workplace. Not to mention the role it plays in allowing you to find certain jobs.
Don’t have the exact right experience? Don’t worry!
55 percent of employers said they will train workers who don’t have experience in their field and hire them in 2017.
My team is working on an extremely visible executive search for a prominent organization, and I was surprised to hear industry experience is not required. I should clarify that I was surprised, but also very impressed. They’re thinking was that they can teach the industry, but they can’t teach someone how to be a transformational leader. Boom! Now that is an organization and a set of leadership I would work for in a minute. This further confirms the expanding importance of soft skills and what they can mean to your career aspirations.
Nate Elgert, CPC
Nate joined Aureus Group in 2006 and has exclusively been serving Nebraska customers all across the state. In his role as Sales Manager, Nate leads an elite team of recruiters and account managers who source accounting and finance talent within all industries. This talent ranges from technical individual contributors to executive finance leadership.
Nate has earned the prestigious “President’s Club” award three times, which puts him in upper echelon status among not only his Aureus Group peers, but also in the staffing and recruitment industry. He attributes his success to a transparent style of communication and a sincere belief in pairing the best interests of his clients with that of his candidates on every occasion.
Prior to his time at Aureus Group, Nate carved out his skills in the banking, advertising, and retail industries. These growth experiences led Nate from Kansas City to Des Moines to Phoenix and then back to his original home in Nebraska. Nate holds a bachelor’s degree in communication studies from The University of Missouri at Kansas City and is a Certified Personnel Consultant (CPC) through the National Association of Personnel Services (NAPS).