As COVID-19 de-escalating and life regains a similarity of new normal, it is a good opportunity to look forward to the number of recruitment trends and talent acquisition we’re probably going to see going ahead. COVID-19 has had a huge impact on many facets of HR, and recruiting is not any different. That is clear as there is a rise of such trends as optimizing the candidate experience and remote interviewing.
Here are 5 progressing and arising trends that ought to have a huge impact on your selecting technique in 2021:
1. Remote Interview Process
Remote interviewing includes job interviews happening using software like Microsoft Teams, Zoom, Skype, and many other similar platforms. The recruiter, their associates, and the applicant join over a video call and interview as if they are having a daily face-to-face interview. The innovation and technology also make it easier for other employees from other departments to be a part of the interview and selection process.
Perhaps remote interviewing is the foremost trend that has arisen in the talent acquisition and recruitment process. It has become a necessity for hiring during the Coronavirus pandemic, where candidates are allowed to work from home and some are unwilling to travel for long-distance interviews.
While this has been a noted pattern during the current situation of pandemic, it also has some of its challenges. Introducing oneself in a professional manner are often difficult if it is not possible to interview from a neat & clean and professional location, while the presence of kids, family members, pets at home can create a noisy and disturbing environment for both interviewer and interviewee. There can be unforeseen technical challenges even those that are out of a candidate’s control – can cause candidates to become confused and embarrassed, and hence this will lead to recruiters being put off a candidate.
As some guidelines ease up with the arrival of vaccines, the use of remote interviewing will likely subside frequently, but it is convenient and useful in collaborative hiring, don’t expect this trend to disappear once the pandemic is over.
2. Candidate experience
The pandemic has sped up the requirement for employee listing programs and fostering an experience that keeps the wellbeing of the employees, promotes positive work experience and maintains a balance between the work-life. This will encourage the employees to stay after the pandemic is over. Candidates should also make sure to provide a good experience.
In any case, the candidate experience doesn’t stop there. It proceeds after a candidate has been put into the candidate pool for employment. How organizations communicate with candidates, conduct interviews, and execute follow-up measures shows candidates how professional a company is and whether they want to work there or not. In a competitive market, the general experience is important to not only attracting the best talent available, yet additionally winning over the competitors and building a solid employer brand.
3. Contingent Employees
With organizations confronting a protracted period of disruption and vulnerability, staffing the workforce is progressively difficult. Fluctuating needs and short-term activities require adaptability, flexibility and unforeseen work can help in fulfilling these needs.
In the course of recent years, there has been a rising trend in creating and utilizing a recruiting process explicitly for contingent workers. The talent acquisition process is different for unforeseeable workers than it is for full-time employees, and organizations should be set up to search out, select and measure these kinds of recruits. A Vendor Management System can be an important tool for organizing and managing the acquirement of contingent workers, yet organizations should also use their career sites and social media to attract contingent workers. Whatever you do, remember that enlisting contingent workers stays a pattern at many organizations.
4. Analytics for Talent Acquisition
As HR overall is adopting analytics at a quick rate – Analytics stays a hot trend that will affect how organizations define their recruiting strategies.
The utilization of analytics helps to reduce the expenses of talent acquisition practices, it also helps to deliver data-driven decision making and insights to spot the areas of weakness and strength. This leads to identifying the problems and hurdles within the process and fill vacant roles more rapidly. Also, analytics can prove the effectiveness of your investments in recruiting software.
Using predictive analytics, organizations or recruiters can project and foresee future patterns, like predicted time to fill, approximate future candidate’s performance, predicted tenure of a candidate, etc.
5. Utilizing Skills and Competencies
Thanks to the power of AI, as it has made evaluating abilities and skills and utilizing them to source, screen, and match the candidates to open opportunities is becoming a lot more hot topic. While abilities and skills have been utilized in talent management for quite a while, especially for recognizing and matching to the key positions, they haven’t always been used effectively in talent acquisition.
Now that you have read the above trends for recruitment and talent acquisition it will make it easy for you to hire the right talent for the right position. To know more visit us at Logic Planet or contact us at (732) 512-0009.