Hiring Trends for 2016 — What’s on Your Horizon?

Posted by Kristina Taylor
April 15, 2016

Hiring Trends for 2016 — What’s on Your Horizon?

A couple of hot articles came out recently that highlight some of the changes and emerging trends for hiring in 2016. The business world, in its entirety, is an exciting place to be right now. Technology has never been more powerful, and it enters the small- and medium-sized business market much faster. The typical marketplace is no longer a single neighborhood, city or nation, but instead it is multinational if not global. In this hiring-for-potential blog, we not only look at some of those emerging hiring trends but the dangers they bring too.

The Communal Workforce

In 1950, a worker went to work for a company and usually stayed there until they retired. Loyalty between company and worker was important. By the 1980’s that trend changed as businesses and employees looked out for their individual best interests. By 1990, the global marketplace emphasized the role of cheap labor and the relationship between worker and company grew further apart.

Today, we have something akin to a communal workforce. These are workers who follow the money. Sometimes referred to as boomerang employees, these people work for one company until a better offer comes along. The boomerang visual represents a hiring trend that is also a threat because as these workers change jobs, they take with them information about your business, the relationships that they forge with your clients, suppliers, and your employees. While that paints a dark picture, there are benefits of rehiring a boomerang employee. Dan Schawbel points out that those perks include a reduction in training, the familiarization with company culture, and an enrichment brought about by their work experience elsewhere.
From a security perspective, are these employees a danger or a boon?

Technology and Entry Level Hiring

Technology has improved so much that employers now have access to predictive software which helps to automate redundant tasks such as data gathering and input. Other technology such as smart transmitters, collect data and feed it directly into programs that monitor data in real-time. Those two examples of how technology impacts workflow also point the decreased need for entry level workers. While these examples of smart tech are exciting they also mean that companies will need to hire employees that are more than entry level and for many businesses that means newer employees have access to more important information sooner. In effect, technology has removed one of the layers that businesses have relied upon for decades to screen employees internally — work habits.

Smart tech is here to stay. It provides a value-added service and helps to decrease costs while increasing productivity. The real gem behind smart tech is that it works with the Internet of Things to help managers make informed decisions in real-time.

The question for small and medium businesses, is how to find the best employees for higher positions?

Changes in Perspective for Hiring

Work experience does not necessarily carry the same weight as it once did during the search for new employees. Part of that is because of how technology is changing and how fast technology is changing. In hands on positions, say looking for a new cardiologist to join your team, experience still counts. In careers such as programming, old language skills do not always translate to new frontiers and emerging hiring needs. Instead, potential becomes a powerhouse asset for potential employees. This is true in industries and departments that deal with the infiltration of emerging technology. Successful job candidates in those positions need to have the potential to grow with their position and that means adapting new skills that supersede experience.

The question is how do you verify potential?

These three hiring trends represent a point where going forward smart companies will need to hire the best candidates. The question is no longer about traditional traits such as work history, but rather it becomes about technology, education, potential, and even loyalty. Is your company prepared to screen job applicants to find employees with those traits? You can be with Verify Protect. For more information about our services and potential, contact us online, or call us directly at (888)-219-4945

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