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A Look at 2016 Staffing Trends

Image of old typewriter keyboard with scratched chrome keys that form "2016". Lighting and focus are centered on "2016".It will soon be a new year, and with it comes new trends for staffing firms and HR managers. What’s the outlook for 2016? Here are a few of the latest trends as reported by TLNT, a popular blog for talent management and HR professionals.

More competition for the best talent
Candidates may be easier to find as in previous years, but the competition to attract and hire the cream-of-the-crop talent is stronger than ever. Companies are looking for new and innovative ways to lure top-notch candidates their way.

Shift to a growth-based culture
The vast majority of HR executives are looking to shift from a promotion-based work culture to a growth-based culture, where employees move across the organization laterally to acquire new skills that eventually allow them to take on new roles with more responsibility.

Longer hiring/recruiting process
On average, it takes 63 days to fill an open position. This is 21 days longer than five years ago. Part of the reason is more complex hiring requirements, which slow down the entire employment process.

Next Steps
So what should HR folks do to successfully manage these trends?

  1. Compete for talent more intelligently – as job roles become more specialized, HR needs to fully understand the kinds of skills required of their candidates, so they can hire the most qualified individuals. Working with a staffing firm that specializes in the type of roles you’re looking to fill can make the hiring process go much smoother.
  1. Streamline the recruiting process – realign recruitment resources, remove HR process inefficiencies and cut back on the number of stakeholders who have a say in the hiring decisions. This is another example where using an outside staffing firm can significantly reduce the number of internal team members who need be involved in the recruiting process.
  1. Partner with employees – instead of using passive channels like internal job boards, HR should focus on encouraging employees to develop skills that will make them more employable for the long term. Then when the time is right, market the right position to the right employee and make the transition as smooth as possible.
  1. Focus on employee needs – as discussed in one of our earlier blog posts, creating a strong company culture and providing nontraditional employment benefits (flex time, wellness programs, community service and volunteering opportunities) can make a big difference in employee performance.

If you’re ready to take on the new year – and the 2016 staffing trends – with a little extra help, A.R. Mazzotta can help. Read our Employer Frequently Asked Questions to find out what makes us unique and what kind of positions we can help you fill.