There are so many changes technologically that are changing the way our workplaces are set up. In every section of the workplace from recruitment expectations to artificial intelligence, the way we’re recruiting for workplaces is changing. Here are the top ten trends in workplace recruitment that you should be aware of going into 2020.
1. Employer Branding
Because the talent market is so competitive these days, it’s important for employers to have their own brand when it comes to recruitment and appealing to the top talent. If a company has a good employer brand, they will get 50 percent more qualified applicants than other companies. This brand image also helps to keep hiring costs down for each candidate.
The employer brand is mostly decided by the reputation and popularity of a company. A successful employee value proposition (EVP) combines employee engagement and branding to have a complete strategy to attract candidates and retain them long-term. The main EVPs in the United States are respecting people, teamwork, and inspiring company mission and objective.
2. HR Automation
Most employers are predicting that at least a portion of their recruitment process will be automated within 10 years. Integrating elements of HR automation cuts up to 17 percent of costs for hiring and 26 percent of staff hours. Automation and digital recruitment are nothing new, but HR automation tools going into 2020 are much more powerful and transformative.
Automation helps HR to find talent, attract and engage them, and nurture candidates until they are applicants. Automation can also streamline and speed up the process so there is less wasted time and resources. More and more firms use AI in recruitment for both sourcing and screening candidates. It’s essential to investigate the best HR software options for your company to be able to automate HR tasks and maximize recruitment.
3. Analytics and Data
One of the top trends now and forecasted for 2020 is data-driven recruiting and metrics. These recruitment strategies rely on HR making their hiring plans and all their decisions based on data. The data comes from tools like ATS and recruitment marketing platforms. Using HR analytics is a great way to get information about recruitment strategies and what’s working well or not so well. Recruiters can easily find out the areas that need to be improved and make the right changes.
It’s not only important to use HR analytics but to use it properly and understand the data you’re getting. This will help not only with the quality of hire but also the cost and time to hire. Businesses are focusing more and more on data-based recruiting for talent lifecycle, workforce planning, assessment, and employee engagement.
4. Soft Skills
The recruitment trend now is for soft skills in all industries. Even today, about 66 percent of every new job will be all about soft skills. The most sought-after soft skills include collaboration, solving problems, and communication. Because so many repetitive jobs are going to be automated, people with soft skills will have essential positions that can’t be replaced; thus, the focus from recruiters on hiring soft skills.
The demand for these soft skills isn’t completely out of the blue. It comes from a growing skills shortage that translates to 23 million skills shortages required for certain positions. The changes are that the shortage of soft skills is what makes up the skills gap, but that’s what essential for the current workplace.
5. Talent Pools
Talent pools are a new recruitment strategy that will become more important soon. Organizations that are dynamic are looking to creating their own talent pools to hire the top talent now. Because the talent market is so competitive, businesses must look in every possible place for skills shortage response. The best way to do this is to create internal and external talent pools.
In the past, recruitment has all been external hiring. However, because of the skills deficit, the new trend is for businesses to look outside in a broad way and within their own organization. By offering existing staff opportunities in the current vacancies, you can build company loyalty. However, that only works for promotional appointments; transfers that are horizontal or vertical without increases won’t change too much.
6. Artificial Intelligence
I’ve touched on AI before, but where it will really have an effect on recruitment is in head-hunting advances. AI technology won’t replace recruiters but will really help them in their existing roles. AI won’t have the biases that people naturally do during the screening and hiring process. By getting machine learning programming to eliminate bias, you can get better candidates that match the job description.
AI can also be used in the stage of evaluating candidates by using candidate data, NLP, and recognition of patterns for useful and actionable insights into each candidate. AI in recruitment helps with automation by eliminating the need for repetitive, time-consuming tasks for recruiters as well as improving the experience of the candidate.
[Read More: 5 Ways AI is Improving HR Recruitment Process]
7. Social Recruiting
One of the top new recruiting trends right now and expected to continue into 2020 is social recruiting. This is a strategy that uses social networks to find, attract, and hire top talent. At the beginning of social media, no one thought it would be a main hiring channel, but now with how extensive and easy social media has become, this type of recruiting is perfect for one-on-one engagement. Candidates feel appreciated and valued in this situation.
Social recruiting became a top 2019 recruitment trend and it is only set to continue in the future. Its efficiency is without a doubt now, and as many as 84 percent of businesses say that they now use social media for hiring, and 9 percent of those who don’t are planning to do so.
8. Hiring CRM
CRM is becoming huge in recruitment and it’s called candidate relationship management. This type of CRM is a big recruitment trend in 2019 and it’s expected to continue in 2020. This approach was adopted to solve issues with HR talent attraction. This is effective when used with existing candidates, previous candidates, and possible candidates. This recruitment marketing tool helps HR managers to use CRM strategies for their candidates.
Using a tool like this both streamlines the process and automates it. It treats candidates like they are valued customers and focuses on each aspect of the hiring process. The recruitment quality is improved and by extension, the outcomes, too.
9. Candidate Experience
Candidate experience is all about how the candidate perceives the organization’s recruitment process. It’s now become central to companies in recruitment strategies. Candidate experience include the attitude of the candidate, their behavior, and their feelings during the whole process. A good candidate experience during recruitment motivates as many as 97 percent of candidates to refer others. On the other hand, a poor hiring experience will have a negative impact on the company.
A negative hiring experience also has a big impact on buyer purchasing decisions. To have a great candidate experience, segment your candidate types and assign each a hiring journey. Then, adjust their experiences so they match up with your company goals, values, and culture. By building an experience that centers on the candidate you’ll have a more effective method.
10. Proactive Recruitment
The role of recruiters is different than it was. Now with better knowledge and recruitment tools, they can better engage with their colleagues and candidates. Instead of reactive hiring methods, recruiters are now being more proactive by setting up internal talent pools. These technologies are accessible and easy to use and those are key at managing talent pools and candidate mobility. Although tech support happens throughout the hiring journey, these proactive hiring techniques will shape the recruitment landscape of tomorrow.
Aimee Laurence, a blogger with Coursework Help and Paper Writing Service, shares her insights on new technologies and HR practices. She enjoys finding ways for new tools to improve HR hiring practices and boosting employee retention. Aimee also edits work for Cheap Essay in her free time.