IQ PARTNERS' Top 5 Trends in Hiring & Retention for 2010
By Randy Quarin
Only three weeks in and 2010 is already shaping up to be a much different year for hiring than 2009 was. Where the past year was slow and filled with sporadic hiring activity, the year ahead is looking to be much busier. Hiring has already picked up substantially from where it was even six months ago, and things look like they’ll continue along this path. In order to fully capitalize on trends however, it’s important to be proactive and ahead of the curve. For that reason, we’re outlining the Top 5 trends we see emerging in hiring and retention for 2010.
1. Growth in Digital & Social Media Roles
Digital has been growing steadily over the past few years, however 2010 should prove to be the turning point where companies begin to dedicate serious amounts of their budgets to the online space rather than just “dabble” in it. Specifically, more and more companies are requiring people that possess an in-depth knowledge of the social media landscape now that Facebook, Twitter, and YouTube are integral pieces of many marketing campaigns. Hiring dedicated “Community Managers” will begin to become commonplace as companies realize listening, monitoring, and engaging in the conversations taking place around brands is a full-time job.
2. Online Profiles Providing Both Opportunity and Controversy
Online profiles on sites like Facebook and LinkedIn provide unsurpassed access to people’s information for purposes of candidate sourcing. It is now easier than ever to target people with specific skills and experience, and we expect the role these sites play in sourcing to continue to grow rapidly through the next year. With it however also comes controversy and the potential for discrimination. Cases where candidates feel they were discriminated against based on online content have been few thus far, but as more people develop virtual footprints and sourcing via online profiles grows, this number is sure to increase.
3. Movement by Top Talent Resulting from Job Dissatisfaction
We wrote articles last year about why it was imperative for companies to keep top talent engaged through the downturn even though the job market was poor and the chance of people leaving was low. We wrote those articles because we knew the market would eventually come around and now it has. Employers who failed to keep their talent engaged or treat them well missed an opportunity to build loyalty and will now experience the effects of this by way of top talent leaving for other more attractive opportunities elsewhere. In addition, many people who remained in their jobs were forced to do more work (at the same pay and title) when those around them were laid off.
4. 'Fit' and Core Competencies Taking Precedence over Skill Sets
Employers are recognizing more and more that the traits that seem to make top performers truly successful are inherent qualities and characteristics, not specific skills that can be taught. For this reason, companies will begin to focus on cultural fit and core competencies when hiring, adopting the belief that if you get the right “types” of people in your company, you can then teach and train them on the specifics relating to the job. In effect, companies will be much more willing to bring in “change-makers” that are new to the industry, rather than fill roles with mediocre people who have specific experience. Employers are looking to find and keep employees who matter to the business - ones that are willing to make a change and take responsibility.
5. Greater Importance Placed on Assessment
As companies begin to place a greater importance on soft skills and core values, it will be much more difficult to determine who the best person for a job is. As a result, a much greater emphasis will be placed on being able to effectively assess candidates during the interview process. In addition to external testing and using interview processes like Topgrading, employers will be looking to place candidates in situations where they have to demonstrate their abilities, rather than just speak to them.
The Old Rules Don’t Apply Anymore
More than anything, 2010 will be a very different year than 2009 - and probably quite different than anything that came before it. Not only have many shifts occurred in the way companies hire, but there’s still uncertainty around which of these new trends will stick, and which will fall by the wayside. Our best advice is to try and be a trendsetter yourself instead of being reactionary, and to always stay nimble and open to new and better to attract and keep top talent.
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Randy Quarin, Senior Partner, has an intuitive sense of how to solve a client's business issues with the best resources.
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