Recruiters – have you thought about what you want to accomplish in 2016?
Believe it or not, it’s almost the end of 2015 already–but there’s still enough time left to take a step back and develop a strategy for the upcoming year. Use our 2016 trends in recruitment forecast, compiled from industry sources, to help guide your plan!
Trend #1: Healthcare to Flourish.
“Healthcare staffing services will desperately need workers through 2016,” said Staffing Industry Analysts in a late 2015 healthcare staffing report. Furthermore, “users of these services will increasingly pay more for quality workers” as we move forward.
2016 will be a busy and profitable year for recruiters in the healthcare sector. Several sources attribute the growth to an aging population and more people being newly insured (due to the ACA regulations).
The demand for physical therapists, occupational therapists and speech language pathologists will stay high. Top Echelon has seen this trend for some time, and SHRM’s Top 10 Toughest Jobs to Fill in 2016 supports it. They also add medical services managers and registered nurses to the list of in-demand jobs.
Trend#2: IT Will Keep Going Strong.
In 2016, all sources agree that the information technology sector will keep growing at a quick clip. However, Monster.com reports that the time-to-fill for IT roles is getting longer thanks to the current candidates’ market. Fortunately, IT is a strong area for contract staffing, which means suggesting contractors on a contract-to-direct basis to fill gaps faster is a good plan.
IT recruiters: focus your efforts on small- and mid-sized companies in 2016. Many of these organizations have adopted higher-level technologies–such as cyber security, mobile-friendly engineering, and cloud-based applications–in the last few years so as to stay competitive in their markets.
According to SHRM, other top IT roles to fill in 2016 include Information Security Analysts, and Software Engineers, and Data Scientists.
Trend #3: Growing Adoption of “Blended” Workforce Model.
“…Companies are increasingly turning to staffing services to augment their workforces and enhance their flexibility and agility in accord with the ebb and flow of the economy,” notes American Staffing. This seems to reinforce the movement toward a “blended” workforce model that has been growing in recent years. American Staffing agrees, going on to say, “These trends suggest that a fundamental, or secular, shift is helping to drive demand.”
Ardent Partners State of Contingent Workforce Management 2015-2016 study also concluded that “nearly 70% of enterprises today expect their contingent workforce to grow steadily in the 12 months ahead.” If you do not already offer contract staffing services as part of your recruiting model, 2016 is the perfect time to begin.
Trend #4: Economic Slowdown Likely.
The timing of the next economic downturn is the only thing left in question. Staffing Industry Analysts aptly pointed out that “The current US expansion commenced in July 2009, and has now lasted longer than the average of the last five such periods dating back to 1980.” And the Wall Street Journal is abuzz with trepidation about the next US contraction.
Staffing Industry Analysts advocated in April that staffing firms put “disciplined business processes in place in order to thrive when the inevitable downturn in the economy arrives.” It is becoming increasingly important to consider diversifying your revenue streams and clients.
History has shown that contract staffing is one of the best economic protections for recruiting firms when downturns arrive, since contracting thrives during recessions even as direct hire opportunities dry up. Recruiters have told us that the reliable weekly contract income kept the lights on at their businesses during direct placement dry spells.
Trend #5: Hiring of Fresh Graduates on the Rise.
In 2016, employers plan to hire 11 percent more new college graduates than they did in 2015, reports the National Association of Colleges and Employers. “Organizations that are increasing their hiring numbers also noted the importance of college hiring in building their talent pipelines, and increasing college hires to help offset upcoming retirements,” according to their survey data.
For recruiters, it’s critical to understand the goals and mindset of this young generation. LinkedIn’s 2015 Job Changers reports that Millennials, significantly more than other generations, want opportunities for advancement and challenging work–and even passive candidates will change jobs for it. Since challenge is an innate aspect of contract roles, this makes them great candidates for such placements.
On the other end of the spectrum, Baby Boomers are beginning to leave the workplace in throngs as they enter retirement age. We have seen a trend toward bringing these talented workers back through “retiree re-staffing” contract placements. This has been corroborated by other sources, and 2016 will likely see the trend pick up speed.
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