1. Millennials taking Leadership Roles
   Millennials are beginning to take on leadership positions. Not only are they taking leadership roles, but the companies they are starting are changing the way we work and live. Right now, close to half of Millennials who are employed are in leadership positions. 41% have at least 3 -4 direct reports. This is a trend that we will see continue to trend up in 2016 and into 2017. Many experts agree that Millennials will take on ever increasing roles in senior leadership positions in the next few years. This is especially true given that a good number of Baby Boomers are expected to leave the workforce in 2016, 2017 and 2018. The main challenge which HR leaders and Managers will face is preparing Millennials for these leadership positions that they once held. A study by Deloitte showed that 64 percent of the surveyed Millennials felt unprepared when entering the leadership role. The most interesting aspect is that the Millennials surveyed were already in leadership positions. If you find that this pertains to your organization, this means that you need to focus on mentoring and developing millennial leaders for years to come!
2. Contract, Temporary, and Freelance workers dominate the Changing landscape of the economy.
   Over the past four years, the number of US workers turning to freelancing has risen exponentially. It is a growing trend among companies and individuals that like the flexibility of working temporary & freelance. It is estimated that close to a million US workers have been joining the freelance economy annually. This surge caused the Obama Administration to introduce new independent contractor regulations in 2015 and developed ACA (Affordable Care Act) for employers.The freelance economy is expected to continue becoming a dominant section of the US workforce. Irrespective of their titles e.g. freelancers, independent contractors or temporary workers, their importance will only become more significant as the economy grows and more companies become reliable on temporary workers.Today, contingent staffers or freelance workers are those and many more types of workers, encompassing highly skilled IT specialists and consultants to light-industrial workers. This growing and increasingly multifaceted worker class is rapidly changing how companies fill jobs and the makeup their workforces.

1. Action-oriented – Hire employees who take action and take chances. If you can find employees that are action oriented you will find your team will develop a stronger ability to solve problems, work proactively, address issues as they arise, and make consistent progress together as a group. While chances may lead to failure or disappointment, they will more often lead to success eventually.   Stagnant employees won’t make your company money.
2. Intelligent – Hiring intelligent employees is the key to innovation…something that every business needs. An intelligent individual that is in balance can therefore be an original, creative, energetic, and constructive employee. Intelligence is not the only thing, but it’s a strong foundation for success. Intelligent employees will help with heavy workloads such as proofing work, micromanaging and dealing with heightened stress levels.
3. Ambitious – Employees can only help your company if they want to help themselves have a better career and better life. High-potential employees aren’t just career-minded; they’re ambitious in a fixated way. It’s what makes companies innovate over time, and also keeps revenue and sales surging. Ambition will also help generates candor and openness amongst employees.
4. Cultural Fit – Are you going to enjoy working with this individual on a daily basis? Finding a good employee that fits in your culture means that employees’ beliefs and behaviors are in alignment with their employer’s core values and company culture. Many times it’s a good idea to invite that individual to learn about the inner workings and culture of the business and have them join the organization for a trial period.  The end goal is to identify and hire the very best candidates whose skills and attributes match the organization’s core values culture.
5. Honest – An employee who consistently seeks to do the right thing is not just following a personal ideology – they are also looking out for the company’s long-term interests. Many time we find employees with great talent, but we end up finding out they are not honest. Without integrity and authenticity, you will find your organization will struggle to survive. Ultimately, if you hire dishonest employees, you will find your business struggling to grow, losing money, and clients fleeing for the hills.

1. Networking

Recruiters that have a vast network of contacts make them more valuable.   Recruiting is a relationship business. You need the desire and skills to build relationships effectively, and, to some extent, a predisposition to connecting with people. Your success as a recruiter is due, in part, to the people you know and how they feel about you. Recruiters that have great relationship building skills with all people involved in the process are crucial. It will allow you to build trust and attract clients as well as jobseekers more easily.   Great recruiters will leverage social media, job boards and applications to gain a greater network of candidates and prospective clients.

2. Multitasking

Recruiters deal with companies and candidates on a daily basis and need to juggle multiple projects and tasks simultaneously. Recruiters are pulled in many different directions every day.  It’s important to stay organized and keep in mind the details of various jobs, companies and candidates is important in order to work efficiently as well as effectively.

3. Clear communication

Recruitment is a people business and dealing with people is how you earn a living. As a recruiter your interactions with candidates and clients must always be tactful and professional across all platforms; email, face-to-face and of course on social media too. There are situations in which a recruiter needs to prove that they are considerate and gracious in order to maintain a good reputation.

4. Time management

Successful recruiters are wise with their time. Adopt time management strategies that work for you, get organized, delegate or outsource work, minimize distractions, stop procrastinating and improve your productivity and efficiency. Recruiters in a bull market will typically be working on a high number of jobs with several clients and juggling the process with a high volume of candidates too.  Time management skills and the ability to juggle multiple projects will help you to keep on top of your game.  It’s important to minimize distractions. A lot of us have this constant urge to check our phone every 15 minutes.

5. Accept things that are outside of your control

You can do everything that leads up to a job offer for your candidate, but you can’t force someone to accept it. The most important characteristic of a good recruiter is the ability to bounce back from disappointment or failure. Nothing is more disappointing than spending several weeks working hard to bring a client and candidate together, only to have something out of your control destroy the opportunity. It’s important to remember that recruitment is very competitive and target driven, therefore you need have a strong backbone and be well adapted to handling high pressured situations.  Many times you will find that opportunity often comes disguised in the form of misfortune, or temporary defeat.  Make sure you are aware that not everything is as it seems.   Remember that patience, persistence and perspiration make an unbeatable combination for success.