Top 10 Job Search Predictions For 2016

Technology has an important role to play in the development of recruiting. Over the years, there have been several changes in the way employers search for and screen out new talent. In an attempt to locate the most skilled jobseekers, employers are constantly experimenting and adopting new solutions that are considered to be more efficient and cost-effective than before.

See Also: 10 Forces Shaping the Future Workplace Now

Here are some of the changes that are going to take place in the recruiting scene in the 2016 and onwards:

1. Easier Job Application Process

woman sitting on bench using laptop


It’s no secret jobseekers are getting frustrated by the long and time-consuming job application process. Employers seem to be taking their time to respond or make the application process too difficult for jobseekers. However, there is hope that in the future employers will be able to use recruitment marketing technologies such as candidate job portals, employee onboarding and offboarding portals as well as other tools that would make job board sourcing easier.

2. Perfecting Data Analytics

For the years to come, data analytics will be able to give out more accurate information to employers about job candidates. In fact, high-quality analytics programs are already being used by recruiters to help businesses make better decisions about hires. Though ‘the big data treatment’ employers will be able to find the people they need easier and quicker.

3. Video is King

Visual content and more specifically video has made its appearance in the recruitment industry. Greg Rokos from Talent Culture says that the use of video within the promotion of a business can be an extremely powerful tool. Apart from being cheaper, more convenient and effective in terms of branding, it can be used to target job applicants who might be interested in working for the company.

One example where video is being used is the video interview which is gradually replacing the phone interview. Currently, about 60 percent of 500 companies make use of videos to improve their recruitment process, and it is seen as the most cost-effective solution to contact job applicants. Videos can work well for jobseekers too who are willing to break away from the traditional resume and make a difference.

4. The Power of Social Networking

Apparently more than a half of employers are using social media to screen job candidates, which means that jobseekers will need to invest in their network. Ultimately jobseekers who are on LinkedIn, and are active members of their online communities, and constantly share interesting facts and information regarding their field have more chances of getting noticed by employers.

5. Employers Look Out for Passive Candidates

Employers are more likely to look for new talent by ‘stealing’ other companies’ employees. These people are more skilled and easier to approach since they are already ‘out there’. What this means for passive candidates is that they should have their resume ready at all times, and be flexible enough as to hop into a job right away.

6. Social Media Stalking

They might deny it, but the truth is that employers are using social media to stalk you. What that means is they type your name into Google and then go through each and every online profile you have to check you out. By 2016, almost every employer around the world will go on Facebook to find out if you have what it takes to join their company. Apart from qualifications they will be looking at your personality, characteristics and skills so make sure you keep every profile ‘tidy’ and up-to-date.

7. Brand Matters

Retaining a personal brand goes hand in hand with being aware of your online presence. This is all about promoting yourself as much as possible and using clever methods to sell your skills to potential employers. But this works as a two-way street. Jobseekers are becoming more selective in terms of whom they want to work for and as such they evaluate company brands before applying or accepting a job offer. The first place they will go will be the company websites so employers should make them more job-seeker friendly.

8. Blogging is the Way Forward

In 2016, having a personal website will be considered a huge advantage for jobseekers. If you want to show employers that you have what it takes to get the job, you first need to prove your value. Establishing yourself as a leader in your field and expressing your opinion through a blog should help you get noticed faster and easier than working offline. You can also use LinkedIn blog posts to show employers that you know what you are talking about.

9. Paying Someone to Job-Hunt for You

While this sounds crazy, there is a possibility jobseekers will be hiring people to help them out with their job search. Industry experts say that job seekers will turn to private agencies in their country or even abroad to manage aspects of their job search including company research, social media networking and building professional relationships. I guess this makes sense considering that searching for a job is considered to be a job in itself.

10. Outsourcing Talent

blonde girl using laptop on beach


In the future, more employers will look out for freelancers, consultants, outside providers and contractors. This is done in an attempt to increase efficiency, generate more profit and expand the development of the organisation. If you are considering going freelance, it might be good for to start promoting yourself and connecting with employers.

See Also: LinkedIn Etiquette: The Do’s and Don’ts

Familiarising yourself with future trends will help you target employers more effectively and make the most out of the resources and tools available to you. It can also help you and employers ‘meet halfway’ in the recruiting process and decide whether you are right for each other or not.

Are you aware of any other recruiting trends that are likely to come in fashion over the next years? Let me know your thoughts in the comments section below…;


All intellectual property rights in all aspects of this website, including (without limitation) design, logos, text, graphics, applications, software, underlying source code and all other aspects, belong to Onlyresume website owners and/or Onlyresume website’s content providers and/or authors.

Comments are closed