Welcome back to another week of Recruitment Roundup! This week we’re giving you a look at the future of HR. Well, okay, maybe not exactly a look at the future – rather, tips on how to be more successful in the times to come. Hopefully these articles inspire you to take next week by storm! Happy reading, everyone.

Technology in regards to workplace communication has been a hot topic ever since business practices started evolving. What used to once require an international trip can now be done via Skype. Hiring practices that used to include newspaper ads have now shifted towards online job boards and even text messages. While things seem to get more convenient with each technological evolution, what does this mean for our communication skills in the workplace? Well, it means we can now use technology to do what we don’t want to do in person– like fire an employee.

We at Nexxt are located in the Philadelphia region, and if you're not from here, you've probably heard that Philadelphians are pretty passionate people. So, we wanted to see how our city is viewed by locals, especially after Philadelphia was ranked the 25th worst city in the U.S. to find a job in 2016.

Traditional job advertising focuses on a relatively small audience of active job seekers, but what about all of those passive candidates, playing hard-to-get? Download the pdf.

Nexxt recently conducted a national survey of more than 6,000 job seekers, which revealed that job seekers are concerned that technology could take over the interview process. The majority of respondents (56%) said technology has already made the interview process too impersonal, with more than half reporting that commonly used video technologies like Skype interfere with a hiring manager’s ability to accurately evaluate a candidate’s soft skills. As video becomes common place and new technologies such as virtual reality (VR) and artificial intelligence (AI) make their way into the interview process, job seekers are even more anxious about advanced technologies’ role in determining if they get hired.  

According to a recent survey of more than 11,000 active and passive job seekers, the definition of success has changed.

No longer are we tied to one company that will take care of us in our retirement or guarantees us a salary increase for being loyal.

Today, modern workers rely on themselves to provide for their futures and with that comes something that might sound irresponsible to those who came before them, but they want to be happy.

Nexxt asked these thousand of job seekers how they define a career and what they are looking to get out of their current or next job.

So as a recruiter these things are good to know.

Check out the "This Is Not Your Father's Career" infographic here. 

We at Nexxt recently surveyed more than 5,000 job seekers (both active and passive) to understand how they feel about the upcoming presidential election, how it is influencing their job search and how they interact with their coworkers.  So as an employer, here's what you need to know. Check out the full infographic here.

As a recruiter, is job hopping a red flag? Or do you understand why people leave their jobs?

Walk into any bar around town at happy hour and you’ll overhear more than one person complaining about work. Job dissatisfaction is pretty common and often people feel like they owe it to a company to suffer through a bad experience. A terrible manager, poor company culture, or even boredom make the work week difficult to get through. But how long should an employee have to wait a bad job out before you move on? The answer might surprise you.

According to a national survey of 11,000 job seekers conducted by Nexxt, 46 percent of respondents said that six months to one year was an appropriate amount of time to “stick out” a job if it doesn’t make you happy. Today’s job seekers are impatient—and that’s okay.

...read the full story at Social Hire.

Nexxt is a recruitment media company that uses today’s most effective marketing tactics to reach the full spectrum of talent – from active to passive, and everything in between. Learn more about hiring with Nexxt.

Employers are realizing that putting total control of retirement decisions in the hands of their employees was a bad idea.  Older employees are delaying retirement due to underfunding of their retirement portfolios and market volatility.  The end results are increased healthcare costs for companies to support an aging employee population and decreased upward mobility for younger employees.  Many employers have taken steps to solve the underfunding problem for future generations of retirees through auto-enrollment and auto-escalation in defined contribution plans.   However, they have been unable to solve a continually nagging problem.  How do they retain their millennial employees?

Human Resources leaders now have a new secret weapon for solving the millennial employee retention issue.  The $1.2 trillion of outstanding student debt new hires are facing.  According to a recent article publishing in the Wall Street Journal, 70% of seniors took out loans for their education and are carrying an average of over $37,000 in student debt.  More and more companies such as Fidelity, PricewaterhouseCoopers, and SunTrust are launching employee debt assistance programs, in response to the record amount of student debt new employees will have accrued by the time they enter the workforce.   

If you’re looking to make a change in the way your company operates, maybe you need to change your hiring process. Seek out the job seekers that are doing creative things to get noticed. Their fresh ideas likely don’t end once they accept your job offer. They’ll bring innovative, out of the box ideas to the job, so go ahead and respond to that girl who sent over a box of candy bars wrapped in her resume, or call the guy who announced that he’s searching for a job on a billboard. Take the risk and soak in the reward.  

As a recruiter we know you spend countless hours sitting in front of a screen with what seems like a thousand tabs up, scouring the internet for the perfect candidate. But sometimes, you need to do something different. And who knows it could pay off big.