Top Recruiting and Talent Management Trends of 2012

Top Recruiting and Talent Management Trends of 2012

Strategic recruitment requires a look into the future to identify opportunities, trends and threats. With the first quarter of the year winding down, there is no time like the present to begin preparing for the future.

Going Mobile

As technology continues to take over the world, the dominate platform for interaction and communication is mobility. This means that the number of smartphone and tablet users is rising quickly. Users of these devices are now able to see all incoming text messages, incoming emails, voice messages, social media messages and video messages all in one place.

These days, employees are able to manage nearly all aspects of their personal lives digitally. Therefore, talent management leaders must seriously invest in supporting the execution of initiatives across mobile platforms.

Talent and hard work make success. Businessman or manager motivate to success.Hiring Competition Returns

For many more years to come, economic issues all over the world will continue; however, the war for quality talent continues to spike in key areas. Although growth is waning in Australia, China and Southeast Asia, the demand for skilled candidates dramatically continues. However, in Europe and the United States the demand for applicants is limited to specific industries that have seen shortages in skills for many years.

This year, there will be a significant rise in the war for top candidates in medical technologies. As more and more innovators are stepping out from established tech firms such as Apple, Facebook, Twitter, Google and Zynga, a completely new breed of startups are popping up with each one competing for the best of the best. As recruitment moves forward, so does rapid leadership development.

A Drastic Increase in Retention Issues

According to recent surveys, more and more employees are willing to change employers to take advantage of better opportunities. It is predicted that the turnover rate for occupations in high demand will go up by as much as twenty-five percent this year.

Since the majority of corporate retention programs have degraded so rigorously, may just be the highest-economic-impact area of talent management. As opposed to a one-size-fits all retention strategy, a more personal, targeted approach must be taken in order to retain high quality talent.

Talent management leaders of today have to be more proactive, strategic and more professional. Meaning the entire staff has to start thinking and planning for opportunities, trends over the course of the year. Even though you are incredibly busy, take time to look into the future of recruitment to plan your strategies accordingly.

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