1. 2014 RECRUITMENT FORECAST
THE NEW NORMAL
IN HIRING AND JOB
SEARCHING
HiringSolved Research Report: Examining the challenges and opportunities
companies face in the search for top job candidates in the U.S. in 2014.
DECEMBER 2013

2. Foreword by Shon Burton,
Founder of HiringSolved
With 2013 nearly in our rear-view, recruiting professionals are reflecting
we also found that 75% of Americans would respond to recruiting
on the state of an ever-evolving industry and asking, “What’s next?”
interest. In other words, many candidates now expect to be courted and
While job seekers are wondering what they can do to make them-
are no longer proactively chasing new positions, making
selves more attractive and visible potential hires, recruiters are still
recruitment a lucrative endeavor.
looking for the best way to find and contact potential candidates.
That’s right – 2014 will continue to be the year of the “passive” or “subcon-
In 2013, social media emerged as one of the most powerful tools
scious” candidate. With that, the idea of the traditional resume also becomes
recruiting professionals have in their arsenal when searching for
obsolete. With this in mind, if recruiters want to find not only the best talent,
top-tier talent. Without a doubt, outlets like Twitter and Facebook are
but the right talent to fill their company’s positions, then they must look
most revealing not only of a candidate’s career accomplishment, but
past antiquated hiring methods, and instead turn to where potential
also their professional potential. It’s been reported over and over that
candidates spend 3.2 hours per day: social media.
companies are now searching a candidate’s social media profile
when considering their next hire. But our research found that Americans
have yet to harness the potential of their social media profiles,
whether they are in the market for a career move or open to hearing
about new opportunities. In fact, only 20% of possible job-seekers
would tidy up their social media profiles if they knew they were being
Our data, then, points to two main conclusions. First, social recruiting has
become “table stakes” as old-guard methods of job-filling are no longer
as effective. Second, job-seekers should acknowledge their social media
presences, and then use those presences to their advantages - making
them not only more searchable, but more findable.
searched by potential employers, and on the flip side, 71% of Americans
Really, if there’s only one takeaway from our study of the current state
who have active social media profiles don’t include their job informa-
of hiring, it’s this: social media is currently the strongest tool available to
tion or professional work expertise —making them less findable.
recruiters and job-seekers. Recruiters and candidates alike, take note.
In our research, which was conducted by YouGov in November 2013,
we found that only 27% of Americans are looking for a new job in 2014,
which means recruiters and hiring managers are will be in touch
competition for top talent in 2014. Fortunately for them, though,
HS

3. HOW LIKELY ARE YOU TO CHANGE JOBS IN 2014?
40%
35%
30%
25%
20%
15%
10%
5%
0%
I am definitely
changing jobs
in 2014
I will highly likely
be changing jobs
in 2014
I will likely
change jobs
in 2014
I may look around
spectatively at
other jobs in 2014
I don’t intend
to change jobs
in 2014
HS

4. BY GENDER:
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
MALE
0%
FEMALE
I am definitely
changing jobs
in 2014
I will highly likely
be changing jobs
in 2014
I will likely
change jobs
in 2014
I may look around
spectatively at
other jobs in 2014
I don’t intend
to change jobs
in 2014
HS

5. BY EDUCATION:
60%
50%
40%
30%
POST GRAD
20%
4-YEAR
SOME COLLEGE,
2-YEAR
10%
NO HIGH SCHOOL,
HIGH SCHOOL GRADUATE
0%
I do not have
a job and I am
NOT planning
on getting a job
in 2014
I do not have
a job but I am
planning on
getting a job
in 2014
I don’t intend to
change jobs in
2014
I may look
around
speculatively
at other jobs
in 2014
I will likely
change jobs
in 2014
I will highly
likely be
changing jobs
in 2014
I am definitely
changing jobs
in 2014
HS

6. IF A COMPANY YOU WERE INTERESTED IN CONTACTED
YOU ABOUT A POSSIBLE POSITION, WOULD YOU...
DEFINITELY
NOT RESPOND
PROBABLY
NOT RESPOND
7%
4%
45%
DEFINITELY
RESPOND
MOST LIKELY
TO RESPOND
30%
HS

7. BY INCOME LEVEL:
60%
50%
40%
30%
20%
MORE THAN $80,000
10%
$40,000 - $80,000
UNDER $40,000
0%
Definitely not
respond
Probably not
respond
Most likely
respond
Definitely
respond
HS

8. HOW DO YOU EXPECT TO FIND/GET YOUR NEXT JOB?
60%
50%
40%
30%
20%
10%
0%
I will search job
boards/advertisements online
I will search jobs
boards/advertisements in my industry magazine/
website
I will register with
a recruiter/
headhunter and
hope they find
me the right job
I would
proactively go
after job
opportunities on
social media
I expect
headhunters to call
me off their own
initiative, without
me registering
with them
HS

9. WHICH OF THE FOLLOWING BEST DESCRIBES YOUR EXPERIENCE
THE LAST TIME YOU USED A HEADHUNTER/RECRUITMENT AGENCY?
I WORKED WITH THREE OR MORE
RECRUITERS/HEADHUNTING
AGENCIES
15%
50%
I WORKED WITH TWO
RECRUITERS/HEADHUNTING
AGENCIES
I WORKED WITH ONE
RECRUITER/HEADHUNTING
AGENCY
35%
HS

10. WHICH OF THE FOLLOWING BEST DESCRIBES YOUR
ATTITUDE TOWARDS UPDATING YOUR RESUME?
40%
35%
30%
25%
20%
15%
10%
5%
0%
I do it whenever
I have a bad day
at work.
I only do it when
I’m thinking of
looking for a
new job.
I only do it when
I’m actually
looking for a
new job.
I update it once
a year.
I update it at least
once every couple
of years.
I never update
my resume
HS

11. WHICH OF THE FOLLOWING BEST DESCRIBES YOUR ATTITUDE
TOWARDS YOUR PERSONAL PROFILES ON SOCIAL MEDIA
(E.G., LINKEDIN, TWITTER, FACEBOOK)?
40%
35%
30%
25%
20%
15%
10%
5%
0%
I would tidy them up so there is
nothing obviously negative on
there that could turn a possible
employer off
I would update them and start
posting more about relevant
topics and stories so that
possible employers can see
how interested I am in the area
I wouldn’t do anything
differently on my social
media profiles
Not applicable, I do not have
any personal profiles on
social media
HS

12. DO YOU INCLUDE YOUR JOB INFORMATION OR YOUR
PROFESSIONAL WORK EXPERTISE ON YOUR TWITTER
OR FACEBOOK PROFILES?
4%
YES 29%
NO 71%
HS

13. Research Methodology
HiringSolved commissioned YouGov Plc to poll the views of a representative sample of 1,618 U.S. adults.
Reported results are from the 1,140 adults active in the labor market (excluding those who were retired or
permanently disabled). Fieldwork was undertaken between October 5-7, 2013. The figures have been weighted
and are representative of all U.S. adults (aged 18+). The research was carried out online.
S U P P O R T @ H I R I N G S O LV E D . C O M
@ H I R I N G S O LV E D
(409) 276-5833
H I R I N G S O LV E D . C O M