Be a Lean, Mean, Creative Recruiting Machine in 2015

2015 Recruiting Trends

It’s a good time to work in recruiting in 2015. Whether you are an RPO, agency or corporate recruiting professional, best in class talent is hard to find. Our jobs are extremely challenging thanks to a good economy combined with an increase in the number of candidates who are looking to make a move in 2015. These candidates are smarter and more secretive than ever about their 2015 job search. They are building relationships and strategies to make their next move. The recession is still fresh in our minds. They want to make the most of the economy and its career and monetary opportunities. Because of this increased competition combined with the economy, it’s a job seeker’s market. It’s an opportunity for great recruiters to really stand out and establish themselves as a leader at their employer and the industry. Because lazy recruiting practices and tactics aren’t going to fill those requisitions this year. You have to be a lean, mean and creative recruiting machine.

How to Be a Lean, Mean & Creative Recruiting Machine in 2015

Compared to last year, the recruiting industry has changed quite a bit (click here to see my 2014 list). My top recruiting trends have too as you will see.

  • Candidate Relationship Management. This idea goes beyond the candidate experience and focuses on leveraging corporate culture components and creative engagement strategies to reach and establish a meaningful business and personal connection with a small, targeted group of qualified job seekers. Your spray and pray efforts don’t make you stand out to those increasingly savvy and in demand passive candidates.
  • Retiring the Reactive Recruiting Model. Zappos got a crazy amount of press for the elimination of their job postings. The reactive recruiting approach is being retired in favor of a passive and proactive recruiting model. In a sense, recruiting is going retro back to the days of phone sourcing and relationships. Building pipelines and long term strategies results in more quality hires and a shorter time to fill. Reactive recruiting is so last season. Fortunately, HR technology now exists to allow us to really always be recruiting.
  • Long Term Impact. For talent management professionals, retention and growth are important topics of conversation that go beyond recruiting and hiring. In 2015, recruiting teams will need to focus on the long term impact of their hires, candidate touch points and how to best continue to add value to the overall organization. Best in class talent is extremely important but with the focus on data and analytics, we are more focused on how our efforts will not just impact the business today, but also tomorrow as well as 6, 12 and 18 months forward.
  • Analytics. It’s all about using the data to help guide our long term decisions. Analytics, data, and metrics are essential in helping not just improve our decision making but also forecasting. The days of using data to defend our decisions are long gone. Analytics helps recruiting teams be more targeted and strategic with our efforts. We have to start measuring and analyzing our efforts. Experts are now saying that CHRO’s because of their involvement in hiring, retaining and growing talent are the most qualified to fill the role of CEO.
  • Mobile. It has to be smart and focused. Mobile isn’t a channel. Some say it’s not even a strategy. It’s a facilitator or a conduit to help candidates connect with recruiters and recruiters to connect with candidates. Mobile comes in many forms and in 2015 mobile is not just about the mobile-optimized career site but mobile tools and resources for recruiters who are on the go. This new mindset lets us, as recruiters connect with candidates in real-time especially in the competitive tech marketplace.
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Jessica Miller-Merrell

Jessica Miller-Merrell (@jmillermerrell) is a workplace change agent, author and consultant focused on human resources and talent acquisition living in Austin, TX. Recognized by Forbes as a top 50 social media influencer and is a global speaker. She’s the founder of Workology, a workplace HR resource and host of the Workology Podcast.

Reader Interactions


  1. Ben Slater says

    Lots of great insight here Jessica 🙂 I think you’ve really hit the nail on the head with ‘analytics’. We can all get quite obsessive about measuirng the customer acquisition process – e.g. which landing pages create the best conversion (and there are great tools like Optimizely that you can use to test this). This doesn’t really extend to the hiring process though. I think 2015 will be the year we really start to measure what ‘works’. This shouldn’t be restricted to measuring which sources bring the best talent to your site. We could start testing which emails candidates respond best to, which have the highest open rate etc. The possibilities are endless…


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