As the employment market continues to tighten, it will become increasingly difficult for HRs to find the quality, skilled candidates to meet their needs. Attracting and retaining talent will remain a challenge as top candidates experience an increase of competitive job offers, along with better salaries and opportunities. Companies will take an even more strategic approach to talent acquisition, becoming increasingly inventive to attract and retain valuable candidates. The modern Rectuiriting trends are :
- Focus on Company’s Brand
Quality candidates are in the driver’s seat. And job seekers today are more sophisticated job shoppers, according to experts. They won’t bother to apply to a company if they can’t find enough information about the company online.
With the evolution of social media and company brand-focused ,it’s critical that companies focus on establishing and developing their brands .More and more companies are going to look for ways to showcase why candidates should apply to work there.
Candidates want to know as much as possible about the job, company, culture and corporate values. Recruiters must be prepared to have robust and honest conversations about every aspect of the job. If you can’t handle this, you’ll lose talent. It is recommended that using actual employees in photos and videos to help illustrate employment brand, in addition to showcasing the company culture, key benefits and training opportunities on a careers site and social media pages. Employees are a company’s best brand ambassadors and their stories speak volumes more than a company mission statement.
- Talent Analytics
Talent acquisition professionals will feel the pressure to move away from traditional recruitment methods dominated by instinct and begin to master the ability of turning everyday data into recruiting intelligence.
HR and recruiting leaders will continue to seek better ways to get their arms around data and develop true insights about future and current employees.
Many companies are already going beyond simply reviewing basic operational measurements like time-to-fill, cost-per-hire and source-of-hire, and are instead hiring full-time analysts to mine for more in-depth talent metrics. Some companies are using data to analyze competitor talent pools to find candidates with the right skills and potential to join the organization, and are examining data on whether full-time or part-time employees bring the highest return on investment.
Lacking enough qualified candidates, HR are going to have to get creative about hiring.HR can miss out on quality hires by taking too narrow a view on where they source talent.
Experts predict an increased focus on developing talent internally and hiring for traits and motivations, instead of strictly skills and experience. Sourcing internally has its benefits, from a shorter time to productivity to lower staffing costs, which as a result means better financial performance.
Developing current employees for new role keeps them motivated and helps the organization as their knowledge compounds over time, which makes them more valuable the longer they are with the company. HR will need to have systems for tracking how employees are doing so top performers can easily be identified.
Companies are hiring people with the right traits and motivations who can be trained on-the-job for professions from software coding to customer service. More often than in the past, these employers are becoming less adamant about hiring only college graduates and are evaluating people on their ability to perform in the future.
Hiring criteria will have to fundamentally change. From the big three criteria most often used to hire new talent—personality, aptitude and experience—it’s experience that has the most wriggle room.
- Candidate Experience Matters
Organizations are reviewing their recruitment processes to ensure candidates can easily find and apply for open positions. Failing to keep in touch with candidates after making initial contact, a lengthy and tedious application process, and lack of engagement from recruiters during the hiring process ,leaves the candidate feeling unappreciated and disrespected.
Every single candidate touch point—the online application experience, each interaction with the scheduler, the preparedness of the interviewers, the turnaround time in communicating with candidates, the way an offer is delivered—reflects on the company.
Candidates will drive the frequency and medium of communication,they expect text messages and regular status updates. If you can’t do that, or worse, won’t do it, you’ve already shown yourself as someone who’s slow to the game. They also want actionable feedback. If a candidate doesn’t get a job offer , he or she can improve and potentially land this job the next time.
5.Intergation of HR and Technology
Experts predict that HR and technology consolidation and cross-platform expansion will continue this year, but at a slow, incremental pace, as talent acquisition technology shifts into new areas.
HR and technology will become more streamlined as clients turn from multiple vendors to bundling their human capital management, applicant tracking systems and video interviewing, all on one platform.
Integration is not happening as quickly as had been forecast in years past. While the HR technology vendors are working on this, it isn’t advancing as quickly as I would have liked to see four to five years ago when the road maps were being talked about.
While the market continues to shift, the most important consideration for organizations looking for technology solutions is to ensure they are clear about what they need and why.