From the low unemployment rate, to the growth of jobs requiring workers with highly-specialized skills sets, it's a tough hiring market out there, particularly when it comes to some of the most in-demand jobs. In a new report, LinkedIn has compiled a list of the 33 most recruited jobs globally, breaking down the lucrative roles by industry and offering insight on how to hire the best talent for these positions in a competitive recruiting environment.
So what are the top jobs in your industry, and what will it take to fill those sought-after opportunities? We break down the top recruited job in each industry as well as some top takeaways according to the report below.
1) Most Recruited Jobs Overall
If you've struggled to fill that open DevOps Engineer, Enterprise Account Executive or Front-End Engineer position, you're not alone—those are the three most-recruited roles across industries, LinkedIn found, which has created a high level of competition in these fields.
According to LinkedIn, just five years ago, few knew the term "DevOps." Yet today, being proficient in the DevOps approach to software development is a critical skill for engineers. This comes as no surprise—in fact, 85 percent of jobs that will exist in 2030 haven't been created yet.
2) Most Recruited Jobs in Finance
In the financial services industry, the role of Data Scientist is the top most recruited role. Candidates vying for this position care most about a good work-life balance, excellent compensation and challenging work, LinkedIn found. So, when hiring a Data Scientist, be sure to tout those aspects of the job if they're areas that your company also values.
3) Most Recruited Jobs in Education, Government and Non-Profits
For education, government and non-profit organizations, hiring Software Engineers, Business Analysts and Systems Administrators will be a priority in 2019. Like Data Scientist candidates, prospective Systems Administrators(SA) prioritize a good work-life balance and excellent compensation, but individuals applying for SA roles also look for job security. To attract the best talent for these positions, emphasize that you're looking for an employee that will stick around for the long haul.
4) Sourcing Your Talent Pipeline
According to LinkedIn's findings, 70 percent of recruiters and hiring managers say their biggest recruiting challenge is finding good talent in the first place. With the usual talent pools tapped out, consider some non-traditional candidates, which includes individuals without a formal four-year degree, elite credentials, or clean work histories, the report recommends.
Veterans, parents returning to the workforce and even candidates with criminal records are often overlooked by recruiters, but these candidates can be effective when given the opportunity. Not sure where to look? Turn to organizations that regularly work with candidates that fall into these categories, such as Opportunity@Work, Year Up and Skillful.
5) Prioritizing Skills Over Schools
It's tempting to overlook candidates without college diplomas—in the past, a degree was a critical marker ensuring that a candidate has been properly prepared to fill a role. But today, in the age of online courses, bootcamps and workshops, there are other ways to learn that don't include a four-year university track.
How can organizations evaluate skills without a degree to confirm them? "Platforms like HackerRank and Codility measure candidates' coding chops through challenging exercises, while tools like Koru and Pymetrics assess soft skills like grit, curiosity, and ownership through quizzes and neuroscience-based games," the report states. Another sure-fire way to test candidates is to actually let them try their hand at the job they're seeking. Only 16 percent of recruiters and hiring managers surveyed say they use assignments or work auditions to assess hard skills, which is a missed opportunity, according to LinkedIn.
While recruiting is typically the go-to approach for organizations seeking to fill skills gap within their companies, there is another way to fill the need—upskilling existing employees. More than half of talent professionals and hiring managers surveyed for LinkedIn's report said they turn to upskilling when they're struggling to hire in-demand talent. With the right learning technology, empowering employees to develop their existing skill sets and gain new knowledge is easier than ever.
Photo: Creative Commons
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4 Ways to Expand Your Social Media Recruiting Strategy
Social media is ubiquitous, and companies are using it in many different and innovative ways for enhancing their sales, marketing and customer services. So why is it then that many HR departments still fail to see social media as more than a job board? Outside of the office, the same HR people happily engage with friends on Facebook, share news and ideas on Twitter, look at pictures on Instagram and send snaps on Snapchat. But when they put their work hat on they seemingly forget why they use social in the way they (and hundreds of millions of other users) do every day, and resort back to just posting jobs (in a boring way) on social media! Of course there is nothing wrong with job posting, and it's often an effective approach to reaching an audience, but not all of the time. According to LinkedIn, only 12 percent of the working population are actively seeking new employment. So, if all you do is post jobs on your LinkedIn, Twitter or Facebook page, you are consciously ignoring the other 88 percent of the working population who might be interested in hearing more about your company in general. Creating and sharing interesting content about your company such as employee stories or volunteer days help bring your employer brand to life. It might even trigger people to reach out to you and find out more about your job opportunities. In truth, mixing up your social media feeds with a variety of content will provide more depth and candidate engagement. Here are four ways to expand your social media strategy and engage with new potential candidates. 1) Candidate Sourcing With people using an average of more than five social networks, sourcing talent via social media makes absolute sense. Branch out from just using LinkedIn and look to sites like Twitter, Facebook and Google+ to search for and engage with prospective talent. Try search tools like Followerwonk to search Twitter bios for keywords and job titles, a clever Chrome browser extension called Intelligence Search that easily searches Facebook and using the search bar at the top of Google+. They will help you identify new talent. If you are looking to build social media pipelines then try Hello Talent. It is a great free tool that allows you to build talent pipelines from many different social networks by using a browser extension. 2) Competitor Monitoring Social media is a fantastic source of information and data. By using tools like Hootsuite and Tweetdeck, you can monitor the social media activity of your competitors. Both of these tools allow you to set up search columns, where you can enter things like keywords, hashtags, Twitter names and track when any of these are mentioned on sites such as Twitter. You can use the interact or use the insights accordingly. 3) Resources for Candidates Consider your Facebook page (or Twitter channel) as a real-time customer services channel for you to engage and communicate with both new and existing candidates in the recruitment process. Provide links to your social media pages to candidates at all stages in the process and encourage them to visit the pages and ask questions about any part of the process. You can also share useful information about working for the company, including locations, employees and other relevant news. 4) Live Recruitment Events Not everyone can attend the many recruitment events happening every month. But by using social media like Twitter, Facebook Live, Instagram and Snapchat, you can easily provide live commentary for these events you attend or host. Real-time video via Facebook Live and interaction via Twitter chats are superb examples of ways to regularly engage with a live audience of potential candidates. With social media firmly established in our working lives, I question how much more evidence HR departments will need to fully embrace this "new" form of candidate engagement. Photo: Twenty20
Cartoon Coffee Break: Unconventional Recruiting
Editor's Note: This post is part of our "Cartoon Coffee Break" series. While we take talent management seriously, we also know it's important to have a good laugh. Check back every two weeks for a new ReWork cartoon. Missed the Recruiting Trends conference? From the state of recruiting automation adoption, to the role that the human element still plays in recruiting, our recap covers everything you need to know. Header photo: Creative Commons
The Latest Office Benefit Is Tackling Student Debt
Modern companies are more than just employers — increasingly, they are also gyms, cafeterias and even laundromats. As perks like yoga class, free lunch and complimentary dry cleaning become the norm, companies continue to push the boundaries on ways to attract and retain top talent by providing much more than a paycheck to employees. The latest in the slew of new workplace benefits? Student loan assistance. In April, Chegg partnered with Tuition.io to give full-time employees extra cash for student loan reduction. Then in September, consulting firm PricewaterhouseCoopers announced it would provide up to $1,200 to help employees pay off loans annually. As a benefit, student loan assistance programs are certainly still in their infancy— one survey found that only 3 percent of companies offer such a benefit. But experts say that may soon change as companies seek to differentiate themselves in a competitive hiring environment. "We think student loan benefits are poised to be the next big benefit; similar to what 401(k) matching was when it was first introduced," says Dana Rosenberg, who leads employer and affinity group partnerships at Earnest, a lender that offers student loan refinancing and works with companies to create loan pay-down programs. The Burden of Student Debt Such programs could be extremely attractive to debt-laden Millennials. Around 40 million Americans collectively carry $1.2 trillion in student loan debt, and the graduating class of 2015 was the most indebted class in history with an average debt of $35,000 (a superlative they won't hold for long come May 2016.) For employers looking to adjust benefits to correspond to the changing demographics of their employee base, student loan programs hit the mark. "In 2016, our employees will be 80 percent millennials, and we also hire close to 11,000 employees directly out of school each year," says Terri McClements, Washington Metro managing partner of PwC. With student debt often preventing young people from participating in 401(k) plans and reaching traditional life milestones, the benefit could potentially make a large impact on employees' financial and personal well-being. A study from the American Student Association found that 73 percent of people with student loans reported putting off saving for retirement or other investments due to their debt, 75 percent reported delaying a home purchase and 27 percent reported it was difficult to buy daily necessities. "Student loans can be a very stressful thing to deal with, so if we can give our employees peace of mind, that's great," says Caroline Gennaro, corporate communications manager at Chegg. The Allure for Employers Student debt assistance programs aren't just attractive to employees, either. Rosenberg says there are significant benefits for the organizations that offer them as well. "Employers that offer programs to help their employees get out from under their debt load are seeing big benefits: increased retention, more competitive recruiting and, perhaps most importantly, happier employees who have additional cash flow to put towards their life goals," Rosenberg explains. Rosenberg says happier employees are more engaged employees, who tend to be more productive. Studies show that companies with high employee engagement experience lower turnover and have double the rate of organizational success than their less-engaged counterparts. Student loan benefit programs may also lead to a more diverse workforce, attracting employees whose financial backgrounds meant they had to take on more debt for their education. "Diversity and inclusion are also very important to us, so the ability to offer this benefit can help minorities who come out of school with a higher debt burden," says McClements. A Promising Response Companies say the response to their student loan assistance programs have been overwhelmingly positive. Chegg has had more than 80 people sign up since they started their program this summer, and they've already eliminated roughly 86 years of collective loan repayments for their employees. Companies are also finding these programs are a way to differentiate themselves from organizations that may offer more generic benefits. "As a company in the San Francisco Bay Area, we are always looking to attract the best and brightest in the industry, and this benefit is a big draw," says Gennaro. Photo: Shutterstock