We’re over halfway through 2017. One of our most popular and viewed posts this year was, 5 Trends That Will Impact Talent Acquisition in 2017. We discussed the year of 2016 being a year of dramatic change in the realm of talent acquisition and predicted 2017 to be full of completely new and aspiring changes for the growth of the industry.

Let’s take a look back at the five trends we discussed and see if they are actually relevant eight months into 2017 (and how we are nailing every trend).

1. The Gig economy will grow tremendously

The annual report from Upwork and the Freelancers Union found that, in 2017, more people than ever are choosing to freelance, up to 55 million this year, or 35% of the total U.S. workforce.

Again, the movement is real.

In Talent Tech Labs’ 2017 Trends Report, they reveal that 79% of talent acquisition leaders surveyed project that the responsibility to attract and deploy contingent/non-employee talent will soon become the domain of talent acquisition teams.

Our workforce is shifting, which means new ways of hiring and attracting these contract workers is imperative. Hiring skilled contractors at scale is a fairly new phenomenon for companies. Many employers don’t know a defined path to find, attract, and hire top-notch people who are open to this kind of work.

Recruiters need to better understand who contractors are, where they are in their career paths, what they want out of their next job, and where they can be found.

Arya is invested in Gig economy growth

Arya searches multiple sources at one time including job boards, internal systems, professional sites, social databases, and other global talent sources to find the best of these types of workers – studying their history, their behavior, and what they want for their future.

We know the gig economy is thriving and we’re working day in and day out to continue innovating our solution to find unique ways of identifying these candidates and finding them fast.

2. Automation will become a necessity

58% of companies surveyed in Talent Tech Labs’ 2017 Trends Report cite shortages of critical skills in the labor pool as their biggest HR struggle.

In this tight labor market and with a critical skills shortage, finding creative ways to attract and retain talent is essential. That means it’s time to innovate. Innovators don’t just manage hiring transactions, they bring value to business functions.

Instead of recruiters spending their time on manual work and tedious tasks, automation picks up their slack and allows them to focus on the bigger tasks at hand like culture fit, employer branding, and measuring successful hires.

Arya’s sole focus is making automation an innovative and competitive advantage 

Arya provides an inside look at job intelligence, which includes a full universe of candidates that Arya’s A.I. has chosen to evaluate for the best fit, arming recruiters with detailed knowledge about each candidate and each job that only A.I. can quickly provide. Arya gives you that competitive edge to recruit faster AND smarter in a time when finding quality talent is rare.

3. Quality-of-hire will dictate a recruiter’s success

When you break recruiting down, it doesn’t come down to who made the fastest hire. It all revolves around the quality of the hire. Because without quality talent, no company can make a lasting difference, right?

The cost of recruiting, hiring and onboarding a new employee can be as much as $240,000, according to Jörgen Sundberg, CEO of Link Humans, an employer branding agency in London.

Training and onboarding are a huge investment. When there’s a high attrition rate, companies waste their time, money, and resources on candidates that aren’t a great fit. Businesses rely on their people. When companies are hiring low-quality candidates, they aren’t able to thrive and grow consistently (not to mention lose millions on bad hires).

Arya is committed to finding better quality hires  

Arya’s A.I. learns from success and spreads the knowledge across the organization – using machine learning to understand who recruiters are shortlisting and ignoring, who is hired, benchmarking ideal candidates based on these trends, making the connection between past successes and future hires, and populating your pipeline with the right candidates for each requisition. FAST.

4. Culture fit will be the number one goal for talent acquisition strategies

It seems like now, more than ever, companies are desiring to build teams that are diverse in their backgrounds, thinking, and experience. They’re looking for people who can bring something to the table versus just bringing themselves to work.

Businesses are beginning to realize the need for eliminating unconscious bias and building a culture where diverse individuals can collaborate to create a more productive workforce.

Forbes Technology Reporter, Ellen Huet, says, “diverse companies are more competitive, better equipped to serve their customers, and are increasingly seen as an employer of choice for job seekers.”

You want to hire candidates that will bring in new ideas, a different point-of-view, and bring out different traits in others. Larry Alton, a Forbes reporter who covers changes to the American workplace, says, “A strong company culture attracts better talent, and, more importantly, retains that talent. When people feel like they belong to an organization, they’re more likely to stick around for the long term. That means lower turnover, fewer new hires to deal with, and better chemistry among your team.”

Arya is created for culture fit /culture-add to be a recruiter’s number one strategy 

Creating a diverse and collaborative culture is a strategic goal in talent acquisition today. Arya was built with this in mind. When the decision of culture fit is left up to humans, it can encourage bias and exclusiveness, but when technology is in charge, it brings an aspect of diversity and objectivity to the process – finding the best candidate, no matter sex, age, race, or ethnicity – building the diverse teams that organizations need.

People are at the core of what makes businesses thrive. Creating a culture where people love what they do requires making the right hires that will build that collaborative and growing team. These teams and cultures can’t be formed without proper processes at play to find the right talent. That’s where Arya comes in.

5. All companies will invest in employer branding

According to LinkedIn’s 2017 Talent Trends Report, over 80% of leaders acknowledge that employer branding has a significant impact on their ability to hire talent.

It also revealed that effective employer brand messaging focuses on culture and career growth. Diversity, screening automation, and data are key future trends.

And talent leaders identify employer branding as the #1 area where they wish they could invest more.

Arya works to be a fervent leader in employer branding  

We know how important it is. We know it defines companies and attracts candidates. At Arya, we’re committed to building a team that brings out the best in one another by challenging, encouraging, and collaborating with each other.

Did you know that over half of our team was sourced, recruited, and hired through our own product, Arya?

We are one of the most close-knit, diverse, and productive groups you’ll find and we all came together through one common tool – the one we believe in. Arya.

Final Thoughts

Not to repeat myself, but I’m going to repeat myself. “The entire hiring process – from the way job seekers find listings to the way recruiters reach out to prospects – has evolved quite a bit in the last few years. And it’s not going to stop.”

These five trends are alive and well in talent acquisition today. They’re showing up everywhere and should ALL be implemented into your companies’ recruiting strategies.

Slacking on one of these trends can be all it takes to be left behind in this industry’s fast-paced growth. Want to stay ahead of the curve and ensure each of these trends are tackled eagerly and efficiently? Our A.I. sourcing tool, Arya, can get you there.

Author Abby Carter

Abby Carter // Tech Storyteller

Like most people who gravitate toward writing, Abby has a love for helping people. She takes pride in bridging the gap between people and technology, and enabling others to make sense of the two working together for a greater impact. You’ll catch Abby around town at a local brewery, enjoying the outdoors with her German Shepherd, or cuddled up on the couch with a glass of wine and her latest new read.

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