The 2014 Recruiting Trend Forecast for Asia which covers topics like big data metrics, talent analytics, big data analytics, social media, social recruiting, mobile recruiting, candidate experience, out-sourcing and in-house recruiting. To read the full trend report please follow this link: http://hrboss.com/blog/recruiting-trends-forecast-asia-2014

1. Recruiting Trends Forecast: Asia, 2014
The top 6 recruiting trends for Asia in 2014. In no particular order, here they come:

2. 1. Use of Big Data Metrics for Recruiting
 In the so-called ‘War for Talent’,
those who make data-supported
decisions with Talent Analytics
instead of relying on gut-feel will
take the lead in 2014.

3. 2. Compliance Matters
 With the availability of Big Data analytics, there are
rising concerns about how personal data is being
used and managed by organisations across Asia.
 Recruitment processes need to be evaluated to
ensure that basic data security policies are
implemented and that personal data used for
recruitment is not abused.

4. Bernie Schiemer,
CEO & Founder of HRBoss
“ Without a doubt, one of the most important aspects of running a successful recruiting
firm is to get your infrastructure right from day one. Having data on a secure email server,
having candidate and contact data on a system that you can IP restrict- these are the
basics. I would urge recruitment agencies to consider a solution that safeguards your data
moving forward and to do so now. This is not just a Singapore phenomenon- Japan
implemented a similar act in 2005 and it's had a massive impact. I predict that with the
2015 open borders policy coming in across Southeast Asia, a rash of other countries will
look to adopt the same law. ”

5. 3. Social Media
 Social media profiles are increasingly
viewed as the new resumes in Asia
and professional social networks are
ranked the second top source for finding
quality hires in Southeast Asia.

6. William Brooks,
Country Manager of HRBoss Japan
“ Using social media to recruit is definitely a growing trend in Japan- for both agency
recruiters but corporates too, as well as a way to reduce agency dependency. Culturally,
Japanese are not job-hoppers and are averse to changing jobs often. Social media is one
clever way to reach passive candidates here in Japan and this something that the best
recruiters are leveraging on with great results. ”

7. 4. Mobile Recruiting
 In June 2013, Google altered its mobile search
algorithm ensuring that any web page that is
not mobile-optimised will be demoted.
 The message couldn’t be clearer : to expand
your current Talent pool in 2014, your website
has to be mobile optimised and must also allow
instant job application via the mobile platform.

8. 5. The Right Candidate Experience
 In line with the rising trend of social spaces
and mobile platforms for recruitment,
recruiters in Asia are also beginning to focus
on providing a positive candidate
experience to transform opportunities into
conversions in 2014.

9. 6. Out-sourcing
 Out-sourcing alleviates a company from
recruiting headaches such as lack of
resources, time and operational costs,
enabling them to focus on core business
practices and on generating revenue.

10. Steven Yeong,
Chief Talent Evangelist of Hof Consulting
“ 4 years ago, organisations focused only on in-house recruiting but this year and next, I
see a trend that organisations are adopting a more hybrid approach. Many junior level
recruiters are unable to recruit senior level professionals so companies turn to recruitment
firms. There is always a tussle between in-house recruitment and outsourcing to agencies.
By hiring a senior full-time recruitment consultant, companies might be paying high fees
but they are assured that they are not losing Talent to competitors. Organisations also have
more leverage in terms of salary negotiation.”

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