Recruiting is a fast industry, and if you want be a great employer and hire the best candidates on the market, you have to keep up. It can be rough identifying trends in recruiting before they overwhelm you, and the earlier you catch on, the better you’ll deal with it (this is especially true for larger companies). What trends do you need to be on the lookout for this year?

Mobile Recruiting

Mobile recruiting is not a fad. It’s here to stay, and candidates will look at your career site through their phones for the foreseeable future. Right now, 86 percent of active candidates want to apply via mobile. This makes mobile one of the biggest avenues for hiring job candidates, and it’ll be the most contested battleground in recruiting, now and in the coming years.

How do you create a mobile website that’ll give you the advantage you’ll need? By placing all the features candidates expect from a desktop website. Most candidates (70 percent) want to be able to apply to your website via mobile, and 55 percent of them want to upload a resume to your career site through mobile. You need your mobile website to match your regular version. In fact, your “mobile” and “regular” website should really be the same after you create a more responsive website.

Skill Gaps

The skills gap is real: in 2013, 39 percent of employers reported difficulties filling jobs due to a lack of available talent. Companies in industries that require harder skills than most can’t find the right people to do the work, since the number of graduates in those fields don’t meet the demand for them in the workplace. For companies who have this problem, it can make recruiting a nightmare.

If hard skills are your problem, you may need to start looking at soft ones. Once you’ve evaluated for those, make an effort to increase the amount of training you give those soft-skilled candidates. Companies are already seeing the advantages of focusing on training, with 61 percent of them hiring untrained job candidates and then training them on the job, and 49 percent planning to do as much. It’s not an ideal solution, but there’s no reason you can’t train someone with a powerful work ethic and drive to learn just about anything.

Contracts and Freelancers

Every year, more people turn to freelance work in favor of long-held positions at companies. Last year, there were over 53 million Americans doing freelance work — that’s about 34 percent of the workforce. This number will only get larger every year, so companies relying on keeping employees around for more than one project or over a set period of time need to begin adapting to this trend.

Enticing skilled, qualified workers to stay with you past their project end date can be tough, and you’ll need to lure them with things they can’t get working for themselves. When offering them a job at the end of their work period, make sure you tout the benefits your company provides, such as health care services. Freelancers can acquire their own health insurance, obviously, but having an employer help them pay for it can be huge help, and it’s the kind of thing they won’t find working for themselves.

Whether they’re looking on their phone, developing soft skills over hard ones, or finding ways to work for themselves, candidates are finding new ways to apply for jobs and work, and employers will benefit from adapting. In the fast-paced world of recruiting, every action has a reaction, and when you apply an appropriate reaction to every candidate action, you’ll come out on top.