Hiring trends shaping the future of recruitment

Even before Covid-19, technological advances and methods of working were reshaping the way companies sourced […]

Even before Covid-19, technological advances and methods of working were reshaping the way companies sourced and employed personnel, and the outbreak has just added to this fluidity. The old workplace is no longer relevant, and new employment models can be found everywhere. Talent, Diversity, and Inclusion are more vital than ever before, as new skills and abilities are in high demand.

According to research by the World Economic Forum:

  • Over 84 percent of employers plan to expand their use of remote personnel

According to LinkedIn’s analysis of job trends in 15 countries:

  • Remote work is becoming increasingly popular, so there are plenty of jobs available that do not require you to physically show up at an office
  • By 2027, there are going to be another 150 million new technology jobs provided.

According to the Vice President of Advisory at Gartner, business leaders continue their focus on rapid digital transformation during the COVID-19, therefore, digital skills are now a top priority for all industries.

So, to win the war for talent acquisition in this modern workplace, human resource leaders will have to reconsider their traditional methods to hiring and recruitment trends. Complacency in the context of shifting business and talent demands might cost your company a competitive advantage.

Hiring talent with recruitment trends

Recruitment professionals must be aware of the hiring trends discussed in the following sections. None of the hiring and recruitment trends outlined are likely to fade away anytime soon.

Remote hiring is nowhere to stay

The transition to a remote-first strategy has had a positive impact on talent acquisition in 2022. The benefits of remote hiring for firms are well known, but the key benefits for top HR professionals and recruiters are as follows:

  • Recruiters have more sourcing alternatives for sought-after talent and the flexibility to recruit the best candidates they can find irrespective of where they are because the geographic distance is no longer a limiting issue.
  • Remote recruitment, aided by live interviews and digital feedback, can lead to a more efficient and expedited application process. Since there is no travel involved, organizing is made easier and less expensive.
  • Hiring remote workers allows recruiters and HR professionals to create a workforce that is diverse in terms of gender, ethnicity, color, and ability.

Diversity, equity, and inclusion (DEI) is now a ‘must have’

A McKinsey report shows that increased diversity among employees and employers in organizations has resulted in better profitability.

  • Companies in the top quartile for ethnic/cultural diversi­ty on their executive teams were 33 percent more likely to have industry-leading profitability.
  • Companies in the highest quartile for gender diversity on their executive teams were 21 percent more likely to perform better in terms of revenue and 27 percent more likely to create superior value.

These reports indicate that employees will begin to associate themselves with companies that have a transparent DEI policy and commitment as they become more conscious of social issues affecting them or even the communities around them.

To incorporate DEI policies, talent acquisition teams must:

  • aim for a diverse hiring committee, which will provide screening and interviews, a fresh viewpoint, and make candidates feel more at ease.
  • create inclusive job descriptions by adopting gender-neutral language and avoiding any jargon that would prejudice applicants.

Employer branding is a crucial investment for every business

Employer branding, which was already essential before the epidemic, has become a vital tactic for talent acquisition in 2022. The more a prospect understands about your firm, its mission, vision, culture, and purpose – and the more favorable their opinion is – the more likely they are to apply for a position and stay with your company. To create a strong employer branding, companies must:

  • Develop employee value proposition, for that, talent acquisition teams must answer the question “What makes your company the most desirable place to work?” talk to all stakeholders from top management to lower-level employees.
  • Build genuine and informative content for websites and social media platforms so that candidates know exactly what to expect as an employee as today’s digital natives consider platforms like Glassdoor when deciding whether to apply to a company.

 


The original article can be found at: Recruiting Blogs