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If you鈥檙e looking for work, you may have your pick of openings.Ryan Kahn, a career coach at The Hired Group in Los Angeles, says he sees it happening for young college graduates who are looking for entry-level positions in the entertainment industry.鈥淵ou see more success, in terms of getting more call backs and job offers, and offers that are more attractive,鈥?says Kahn, who grew up in Orange County and has helped place young professionals in jobs at Warner Music Group, Paramount, HBO, MTV, Facebook and other big media companies over the past few years.Local companies that don鈥檛 change their hiring tactics to account for the shift are in for a rude awakening, says Kim Shepherd, chief executive of Decision Toolbox, an Irvine recruiting agency that works with companies around the country, including in Orange County.Gone are the days when companies could post an open position on a job board and watch the resumes fly in. In 2015, companies will have to work harder to market themselves, and use social media to do it, especially if they want any chance to connect with younger workers, Shepherd says. They also have to be mobile-ready, with phone-friendly career websites and job applications people can fill out from their iPhones.ON POINT RESUMES STILL MATTERThat doesn鈥檛 mean job hunters can slack off in presenting themselves to potential employers. If you鈥檙e looking for a new position, you still need a well-written, error-free, eye-pleasing resume and cover letter, both customized to each position you apply for.鈥淭he scary thing is not having someone notice your resume because it鈥檚 so plain,鈥?says Mei Tsang, co-managing partner at Fish Tsang, an Irvine-based intellectual-property law firm.Don鈥檛 omit your outside interests, since they help show the kind of person you are. 鈥淚 need to know the person behind the resume and whether they fit within the organization,鈥?says Tsang, who鈥檚 currently hiring summer associates and permanent support staff.For some creative industry jobs, it鈥檚 becoming more commonplace to add a video resume to a written one. Some companies pay for third-party online services that pre-screen job hunters by having them record answers to basic interview questions on their phones or via a laptop webcam.鈥淚t appeals to the younger generation,鈥?says Kahn, the career coach. 鈥淵ounger people have been in front of a camera more than older people. My nieces and nephews are always on Skype and sending pictures of themselves.鈥漌orkplace experts predict that as the pool of active job seekers shrinks, companies will be even more aggressive than they have been about tracking down so-called passive candidates 鈥?people who aren鈥檛 looking for a new job but who might be interested if the right opportunity arises. As a result, individuals with desirable skills might anticipate receiving more unsolicited invitations from recruiters or executives in their industry to connect on LinkedIn or Facebook.鈥淓mployers, if they want to get good people, have to learn to court them,鈥?says Shepherd, the recruiting firm exec.LOOKING FOR A CULTURE FITIf you鈥檙e invited for an in-person interview, you can still expect companies to grill you on your background, skills, goals, and how you would handle common workplace scenarios. Companies are as concerned as ever with finding new hires that fit their corporate culture, so you may be asked to talk to rank-and-file workers as well as managers and human resources screeners. Lawyers who interview with Fish Tsang, for example, talk to everyone, including the receptionist, Tsang says.However, expect savvy companies to spend more time selling you on what makes them unique and why you should come to work for them. It鈥檚 a 180-degree turn from the tough times, when the onus was on job hunters to sell themselves.The buoyant job market could also improve the job application process, which in recent years has relied heavily on applicant-tracking software. When businesses were swimming in resumes, it was common to hear job hunters complain that their applications went into an applicant-tracking black hole from which companies failed to follow up if someone didn鈥檛 make the cut for an interview.That could change because of the need to hire more people, and because of services such as Glassdoor.com, where employees and job candidates can post information anonymously about what it鈥檚 like to work for or interview with a company.In fields such as tech, recruiting has become so competitive that some companies have begun offering paid vacations to new hires, as well as other lucrative signing bonuses. 鈥淚f you have a certain skill set and it鈥檚 really valuable, companies are going to find ways to be attractive to you,鈥?Kahn says.If current demand for new employees turns into a full-blown talent drought 鈥?which some workplace experts forecast could happen by the end of the year 鈥?it could help drive up wages and lead to more generous perks.Forward-thinking employers are already making themselves more attractive by playing up incentives and perks such as telecommuting, casual-dress days, ice cream Fridays and the like. 鈥淓mployees are starving for that stuff,鈥?Shepherd says, 鈥渁nd smart companies are making hay out of it.鈥滿ichelle V. Rafter specializes in covering jobs and employment issues. Send your questions about job hunting, careers or workplace issues to her at firstname.lastname@example.org or find her on Twitter @MichelleRafter.