Several recruiting trends are altering the way that companies are hiring and the way that job-seekers are applying for positions. Here are some trends that we are noticing in 2016 so far.


In the Digital space, hiring strategies are changing. Employers seemMB more interested in what value you can immediately bring to the company rather than how much experience you have. This means that
employers are more willing to take a chance on someone with substantially less experience.


Since, employers are more interested in what value you can bring, it is important to illustrate your potential as clearly a possible. This means that it is no longer about creating a generic resume that can be sent out in bulk with a cover letter, but being more selective and tailoring your resume for each position that you apply for. Pay close attention to:


  1. Tailoring your experience based on their requirements
  2. Highlighting relevant education and/or internships
  3. Calling out any certifications, awards or recognitions
  4. Get involved with industry associations, user groups and online communities
  5. Backing up your experience with recommendations on LinkedIn.
  6. Look the part.  Make sure your LinkedIn picture aligns with the client or industry you’re targeting.  If you’re targeting start-ups, you may want to reconsider the three piece suit.

With sites like LinkedIn, Indeed, Monster, Careerbuilder, GlassDoor and others, it’s easier for job-seekers to find open positions, which is drastically increasing the amount of applications employers receive. And due to the amount of time that it takes to sift through hundreds of applications, companies are becoming more reliant on talent networks and staffing agencies to help filter and streamline the process.


Talent networks include fans, followers, current and potential employees or those who would refer talent to your company. Companies are hiring more referrals than ever before, with some of the best firms getting nearly 50 percent of their new hires from referrals. So be sure to like, follow and engage with any potential employers on social media to get a leg up on the competition.


On the other hand, staffing agencies are third party sources that help both employers and job-seekers. Staffing agencies have the contacts that can help you to make connections and land a job. Here are some things to keep in mind if you do plan on using a staffing agency to connect with a company:


  1. Are you working with the right staffing agency? Find experts in your field. Don’t go to an agency that primarily works in admin and finance and expect them to have UX or design openings.  
  2. Don’t be afraid to pick up the phone.  Get to know the person you’re working with because they will be representing you to your new potential employer.
  3. Recruiters need to move fast.  So try and help the recruiter help you. Make yourself available for a phone or in-person interview asap.
  4. Listen to their feedback and advice.  It’s their job to know their client and what their hot buttons are. More than likely, they’ve had numerous conversations with the client and will understand what makes a “perfect” match.
  5. Do some research first and know which industry and/or clients you want to target. Help them focus on who and where you think your dream job will be.    

The recruiting industry is rapidly changing and it is important for both job-seekers and hiring managers to stay up to date on the latest recruiting partners, tools and trends. If not, positions may have trouble being filled and job-seekers may struggle to find a job.


Mediabarn understands that the recruiting process can be stressful. We are happy to answer any questions that you may have!


Mauro Scappa

About Mauro Scappa

Mauro joined us in 2004 bringing with him over six years of creative staffing, recruitment and account management experience – as well as an impressive network of contacts. A former freelance designer and developer himself, he has seen both sides of the coin, instilling him with an equal understanding and…
Posted in Hiring, Social, Staffing, trends.

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