Recruiting Trends for 2010
Shel Myeroff, President, Direct Recruiters, Inc., a recruiting firm that I have used in my past, sent an email to me identifying 7 trends that his firm is expecting for 2010. Shel believes recruiting is changing in this decade and I agree. Here are the trends that he identified:
- Top talent pool will be tight.
- Counteroffers will increase.
- Expect a spike in turnover.
- Interview and job offer process shortened.
- More company managers and team members will recruit talent.
- Background checks to improve as technology continues to improve.
- Expect an increase in candidate testing and assessments.
As I speak with executives I would agree with all of these. The one thing that surprises me is why haven’t companies been doing the last one for some time. It is so important to get a suitable candidate not just a qualified candidate. There is a difference. Will this person be a good fit in the organization?
I’m not advocating that an organization hire clones. I am advocating that there be similar core values and competencies with different styles. It is hard to figure this out without some type of testing. At iWork Software and IDVelocity our executive and management teams took the Myers Briggs test. This was extremely helpful in aiding us in becoming a more productive team. We were able to quickly understand how we were wired as individuals which improved our ability to communicate with each other. It practically eliminated all miss-communication in our executive ranks.
Today they are numerous tests available to help an organization minimize their risks on the suitability of the individual. Some are much better than others. My current favorite is that of Harrison Assessments. So much so that I am considering adding it to AmeriStride’s services. I would like to hear from you on your experience with such assessments. Drop me a line.
by: Terry L. Massey