Recruiting trends to watch

Qualigence International has released its 2016 Recruiting Trends white paper, says Veronica Scrimshaw, Director of Corporate Communication in NPAworldwide.
vs-2012-120The report offers a comprehensive look into some of the changes recruiters can expect to see throughout the year, including cross-industry hires, diversity, college graduates, benefits, talent pipeline, and big data. The white paper is a free download; a few of the salient points are highlighted below.

Cross-Industry Hiring.

While traditional hiring activity has focused on hiring candidates with direct industry experience that matches a particular role, there can be value in considering candidates that may not have that exact experience in the background. Such candidates may have broader understanding of markets, increased exposure to different types of people and business styles, or be more willing to try new things or tackle new challenges. It’s also wise to remember that longevity in a particular industry may not equal top performance.


More employers are looking to diverse their workforces, whether that includes more women in executive or technical roles, increases in racial minorities, or other cultural differences. Other types of diversity can include education levels or work experience.

Talent Pipeline.

There is a growing disconnect between finding candidates and making placements. Things that contribute to this include recruiters who either don’t engage with candidates, or who engage with them inappropriately or at the wrong times. Regular, consistent follow-up is critical. Excessively-long hiring processes and multiple below-market offers also cause candidates to withdraw. These are areas where recruiters and employers alike can improve this year.

Candidate Assessments.

Employers are getting more sophisticated in how candidates are evaluated, from video interviewing to personality assessments to sample work assignments and more.

Customized Benefits.

As candidates continue to value work-life balance, employers are beginning to look at customized benefits packages. While some employees may place more importance on a flexible schedule, others may be more interested in health insurance or fitness/wellness incentives. Look for customized packages to increase.


As the time it takes to fill open positions is near historic high levels, recruiters and employers are beginning to understand the negative impact this can have on a company’s morale, productivity, and financial performance. Efforts to improve the candidate experience, including speeding up the hiring process, should increase as a result.