What if you could see how recruitment would evolve? And make your company grow with talented employees who are happier than ever. Continue reading, and I will walk you through the recent trends in recruitment to help you hire better in the future.
The future of recruiting will be an extension of the existing recruitment strategies, emphasising things that work, integrating technology-based solutions, and adopting new and evolving ideas.
While it will be tech-focused, it will also welcome ideas that improve candidate experience, align with employee expectations and fight biases facing the recruitment process. More than filling up open positions, recruiters will look to hire suitable candidates and retain them.
1. Prioritise diversity and inclusion
Recruitment initiatives to have a diverse workforce will be a priority. Diversity in the workplace would mean a workforce with differences in race, ethnicity, gender, age, sexual orientation, etc. From a business perspective, diversity of thoughts and voices is crucial for improving products and services.
2. Adopt tech-focused hiring practices
Modernised recruitment has started to impact the hiring process positively. However, recruiters are yet to adopt recruitment softwares in its entirety. With the growing need, recruitment softwares evolved to provide inclusive solutions to recruitment challenges. The PyjamaHR applicant tracking system is one such solution to make hiring efficient. You can automate your recruitment at different stages and use a data-driven approach to hire suitable candidates faster.
3. Adopt a candidate centric approach
From the talent shortage, employers across industries are witnessing; it is a self-evident trend to place talented candidates centrally in the recruitment process. Consider streamlining your recruitment process to ensure a good candidate experience. Keep the application process short, send them timely updates on their candidature, adopt self-scheduling tools to avoid conflict scheduling interviews and ensure smooth onboarding.
4. Take measures to fight biases
With traditional recruitment, hiring biases are inevitable challenges. About 60% of the interviewers decide on a candidate in the first 5-15 minutes of the interview. The decisions are based on one or the other biases. While one hiring manager may conclude based on early assumptions about the candidate, the other may declare a candidate unfit due to superficial factors like weight, tattoos and other personality traits. Yet another may reject candidates because they are not a carbon copy of the role’s predecessor in his company.
5. Allow flexibility & remote work
More than 90% of the workforce has shown a willingness to continue remote work post-COVID-19 pandemic, at least some of the time. Employers are equally in favour of allowing flexibility and remote work (Buffer).
Remote work and flexible timing have boosted productivity and retention and reduced payroll costs. When employees decide their workflow and choose a workspace free of distraction, they are 15-45% more productive than their office counterparts.
Hence, the recruitment trends will align with the willingness of the modern generation’s workforce to work remotely.
6. Go local recruitment to global recruitment
After emphasis has shifted to remote working, more and more recruiters are likely to source and hire candidates without thinking about geographical boundaries. Hence, the hiring trends will likely shift from local to global. Recruiters can target skilled candidates anywhere around the globe. It will help them fill open positions with the most qualified candidates.
With the recruitment challenges growing, you must work hard to overcome them and stand out. With every other employer taking initiatives to make the workplace better and employees happy, hiring will be more than making phone calls and filling positions. You will be expected to take accountability for recruitment success and develop ideas to improve candidate experience, retention, and productivity. Keep your hiring process aligned with the most recent trends in recruitment. Other areas to emphasise will include employer branding, referrals, job boards and recruitment channel analysis.
