tech hiring

Top Recruitment Trends to Watch Out for in 2017

The New Year brings new resolutions, and with them the drive to do better in your global mobility efforts and to excel as far as your objectives in ways that you were not able to in 2016. Talent is the central point which a lot of the work of global mobility specialists revolves around. Any point of improvement has to begin with it. And in order to excel, you must be aware of the trends dictating the flow and outcome of talent, even before you are to start.

Selecting and recruiting diverse talent will become more frequent in 2017, says LinkedIn Talent Solutions. Talent-seeking companies will be more open to hiring minorities and foreign nationals. Cultural diversity in the workplace will be seen as a value that must be appreciated and enhanced, and not shunned. States that have been warm, welcoming, and supportive of assignees and members from ethnic communities might find themselves the choice work destination of many open-minded companies; Northern California is an example of one such state. Clearly this trend is good news for global mobility specialists who, if this trend continues, just might find their job has gotten a little easier.

Even the tech titans of Silicon Valley descended to New York to meet with President-elect Donald Trump last December 14 to bolster this trend. Jeff Bezos of Amazon, Elon Musk of Tesla, Tim Cook of Apple,  Sheryl Sandberg of Facebook, Larry Page and Eric Schmidt of Google and Satya Nadella of Microsoft, reportedly put vocational education and immigration on the discussion table.

With such influential backing, global mobility specialists should just forge on and find the talents that can ride the crest of automation and technology, which will become a powerful and popular tool in recruiting, according to Entrepreneur.

Wielding social media sites to spot promising talent and set up interviews with them was last year’s hit. Today, recruiters must be equally adept in cutting-edge technologies like fixing video interviews, job scheduling of batch applications, and automating screening. Millennials, who will make up a huge portion of job candidates in the future, are already savvy when it comes to this tech; they would expect their recruiters — and possibly future mentors — to do their job.

Finally, retention just might place a back seat to recruitment and acquisition, and not because these last ventures are more urgent and require immediate results. According to Forbes, the division between human resources and recruitment has led to a corporate culture where seeking and signing talent is prioritized, and development slips under the radar. Global mobility specialists must always be aware of the talent pool  that they are nurturing, grooming, and preparing for leadership. It would mean creating programs and incentives for them to stay and continue to excel; these can range from mentoring lessons, health insurance premiums, to furnished apartments like the ones provided by California Corporate Housing. Creating a pipeline of promising rising stars will always give them a batch of new candidates for selection. If people easily forget, about 37 percent of Silicon Valley’s population are non-citizens who entered the U.S. to fill a specific job in the tech industry. Talent should be where innovation leads– and many know where it resides.