These hiring trends can affect how you plan to hire in 2019.

As we wrap up the first quarter of 2019, hiring activities at many companies are in full swing. However, many aspects of recruiting and hiring look different than they did in 2018. If you are a hiring manager or HR professional, here are trends affecting every facet of hiring in 2019 and beyond:


Increased Use of Video – In 2019, candidates will become accustomed to seeing video used as a tool in their job search. Savvy corporations are creating branding videos that show candidates the culture and work life at their organization. Hiring managers are conducting video interviews as a prelude to in-person meetings and companies are leveraging video to build stronger relationships with candidates.


No More Unicorns – Between the tight labor market and the ever-changing shifts in job requirements, employers have moved away from trying to find that one perfect candidate who ticks off all the boxes. Instead, companies are looking for soft skills and the ability to learn quickly, because today’s workers will have to adapt and retool their skill set continuously. For positions that don’t require specific degrees or licensing, candidates will be selected based on their potential career trajectory and not solely their education, skills, and experience.

Diversity Initiatives – Diversity in hiring isn’t a new trend, but many companies will start using more aggressive strategies for attracting and hiring a diverse workforce. Companies with strong initiatives will promote their stance with a written or video statement on the company website and share job postings with underrepresented groups such as veterans organizations, women’s groups, and minority associations. At a minimum, job postings should include language on being an equal opportunity employer (EOE).


Higher Wages – After many years of stagnation, wages first showed signs of change at the end of 2018. Data from the Bureau of Labor Statistics reports that wage growth is now the highest it’s been since 2009, and this trend will likely continue into 2019 as employers compete to attract the best candidates. Companies must be prepared to offer competitive pay to attract and retain talent.

Flexible Working Conditions – The Gig Economy’s non-traditional roles have changed employee expectations in multiple ways. The ability to work remotely, or on a flexible schedule has tempted a significant number of workers to take a variety of freelance positions. However, survey results have shown that these same individuals would pursue contract work if given the opportunity. Offering flexible working conditions may draw these candidates back into the traditional workforce.


Speed – The race to acquire talent has become all about speed. The employer who reaches candidates quickly completes the application process the fastest and offers a job first will secure more qualified hires. Companies and hiring managers need to take advantage of a relationship with a recruiter who has an ample supply of candidates to acquire high-quality workers quickly and efficiently.

After a Trial Period – The failure rate of new hires hovers around 50%, and HR professionals have been challenged to address this costly margin of error. A solution gaining popularity is utilizing “temp to perm” roles for certain positions.  A trial period allows both the company and the potential employee an opportunity to see if the match is a fit for both parties. Furthermore, the staffing company, not the employer, is responsible for the additional administrative and benefits costs during this time.

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