The sun’s shining, festivals are in their plenty and mumbles of failed air-conditioning systems are haunting the corridors of businesses everywhere. There’s no doubt about it, summer’s finally here. But before we crack open the champagne, for Recruitment teams (both Agency and In-house) the summer period can prove very challenging. It’s the holiday season, which means exactly that – everyone is on holiday! Lining up interviews between hiring managers and candidates is arduous and as such it’s inevitable that time-to-hire windows can increase.

We’re not for a minute suggesting that the summer provides an opportunity for ‘down time’ but perhaps it’s the time to step away from the coalface and reassess the strategic direction of your function…

LinkedIn reveals the top five most important trends shaping the future of recruiting. Would you agree with these and what steps has your business taken from a resourcing perspective to stay ahead of the curve?

1.    Social / professional networks

Recruiters are relying more than ever on the quality of their own social / professional networks for engaging with and sourcing the very best talent. Are your recruiters building their networks and connecting with relevant professionals online?

2.    Employer Branding

What differentiates your company from a competitor or another employer? Today’s recruitment landscape is incredibly candidate driven, so understanding your proposition and how it sets you aside from the competition is essential. Are you engaging with your workforce around what makes your business a fantastic place to work?

3.    Data

Are you capitalising on your internal data to understand the strengths and weaknesses of your ‘talent brand’? Or are you gathering any data in the first instance? Leveraging the data from your current employees and new hires is paramount for informing decisions regarding your employer brand.

4.    Hiring Internally

How does your business view internal job applications, as a formality or a blessing? Making an internal hire is a win for your business as it means you’re preventing top talent from joining competitors, creating a structured and supportive environment that encourages internal mobility and also saving your business money! What more could you do to encourage internal hiring?

5.    Mobile Recruiting

For many businesses, the subject of mobile recruiting is a relatively new and/or daunting concept. What is your business doing to assist the application process of candidates ‘on the go’? LinkedIn’s study highlights that 52% of candidates apply for jobs via a mobile device; does your career site allow a candidate to upload an application through their mobile phone?

So there you have it, five trends set to impact the recruiting landscape of 2013. Do you agree with these trends and are there any others you would throw into the mix?