The recruitment process looks very different from what it did many years ago. Accelerated by the COVID-19 pandemic and lockdown, changes expected to happen after some years have taken place in the past few months. Today, recruiting new candidates for a job virtually has become the new norm. Upskilling programs and internal mobility are being worked upon for the first time. Diversity needs to be met urgently. In this article, we will talk about some obvious trends that will define the future of recruiting.
Trends Defining The Future Of Recruitment
Some of the trends that we can already see in the market are:
1. Predictive Analysis
The help of predictive analysis will allow companies to anticipate, assess and understand more about the candidate’s behavior based on data. Most companies already have a massive amount of data about potential employees. The data can then be used to determine the profile of the candidate. It’s how companies today use predictive analysis to find the best candidates.
There are many other reasons why predictive analytics is the future of recruitment, some of which includes:
Hiring Becomes Faster And More Targeted
Predictive analysis will allow the recruiters to find and identify the best candidates for the job position. It means that you will no longer have to deal with all types of clutters like trying to recognize ‘high potential’ candidates before they get recruited by a competitive company.
Sourcing Becomes Effective And Smart
Sourcing can be quite a cumbersome and time-consuming task for recruiters. However, you can use predictive analytics to improve hiring strategies simply by eliminating inefficient or ineffective sources. These same predictive models can be used to assess in-house recruiters, third-party recruiting firms, and job boards, among other sources.
Improved Candidate Experience
Since candidate evaluation tends to be more objective than subjective, the whole process is quite transparent. Since predictive analysis does not have any unconscious bias, the algorithm will work only based on inclusion and diversity.
Predictive analysis will inform the candidate on where they stand, making the experience more enjoyable and smoother. The candidates are also provided data about the job culture to make the best possible decision.
2. Gamification In Recruitment
Gamification in recruitment includes game feasibility, structure, an algorithm designed to keep employees engaged actively within their company. Of course, gamification is not only about games – you can include puzzle-solving, assignments, tests, and a wide range of other activities that can be carried out creatively with the help of digital media.
Recruiters know more about the personal and professional levels of the candidates. Gamification can be integrated into the traditional recruitment process.
Of course, gamification has a lot of advantages as it appeals more to the tech-savvy generation. It will help you build awareness and obtain real insights about the candidates.
3. Remote Work
As mentioned above, the COVID-19 pandemic has changed how people work. Hence, it is safe to say that remote work is here to stay. It will further loosen the geographical boundaries for recruitment. More than 1/3rd of companies today are willing to hire remote workers from any place in the world.
After the pandemic lockdown, people have started demanding flexibility, like where they wanted to work and the time. The ability to choose remote work equipment (like noise-canceling headphones and standing desks) and technology, alongside ways to learn how to work remotely and the evolution of connecting applications, will distinguish companies for potential candidates.
The life of a recruiter is not easy. Filtering out hundreds and thousands of applications can be a time-consuming process. It’s why it is so expensive to hire a candidate in today’s time. However, there is one simple solution – the use of chatbots. Chatbots can help simplify and automate the recruitment process. Let us learn about the effectiveness of chatbots below:
Improving The Experience Of The Candidate
Chatbots used for interviews can help the candidates fill in the application forms while applying for a job opening. Many occurrences have occurred when a potential candidate simply quits filling in the job application midway because of complexity or length. In such cases, chatbots can help the candidates at any point.
Accelerated Hiring Process
As mentioned previously, the conventional hiring process often takes a lot of time – at times, even weeks or months. With the help of chatbots, the time taken to get the recruitment done is reduced. It saves a lot of time for HR.
5. Uses Of AI/VI
As mentioned previously, AI has been used by the recruitment industry for quite some time. More and more companies are using AI to make the entire recruitment process fast and efficient. By implementing VR and AI trends, the recruitment process will look very different.
AI For Video Interview
In today’s time, video interviewing has become one of the most popular forms of communication. Pre-recorded screening questions and/or live panel interviews one-on-one with the candidate can be conducted via interviewing platforms.
You can save a lot on costs, and there is a significant reduction in the time-to-hire ratio. Additionally, it also adds a lot of conveniences. Instead of waiting for the interviewer to adjust to your time zone, video interviews can be conducted from any location and at any time.
With the help of AI, video interviews can be taken to a whole new level. The personality traits of the candidates can get assessed in the newer versions. Additionally, the AI will also assess focus, skill, and confidence by examining the candidate’s gestures, expressions, and even voice tone.
VR For Recruiting
Initially used for gaming applications, VR is used in almost every type of business today. VR can be used to train new employees on everything ranging from soft skills to procedures and safety. This technology can help get new workers ready for the challenges they may face. It is safe to say that virtual reality can help attract new talent for recruiters in today’s time. You can even use it to offer a virtual facility tour via VR headsets.
6. Social Recruiting Is On The Rise
Recruitment via LinkedIn has become an old idea now. Today, recruiters use various social media platforms like Instagram, Twitter, and Facebook and сontact search engine tools like SignalHire to broaden their scope. Recruiting via social media helps find high-quality candidates and also tries to market to and appeal to them.
Of course, there is no doubt that email and phone are still the most effective recruitment tools today. However, the younger generation today is increasingly turning to social media platforms. According to experts, more than 37% of recruiters worldwide use Instagram as their recruiting tool.
For instance, you can make use of SignalHire, as mentioned previously. Simply by installing the required add-on of SignalHire, you will be able to make use of social media to look for potential candidates. Some other great tools include:
7. Expansive Criteria For Hiring
It has become vital for recruiters today to assess various relevant skills to hire the best candidate. For this, recruiters use psychometric tests that focus on soft skills that the potential hire will add to the company.
A candidate needs to have soft skills as a required add-on, which will play a critical role in the future. For instance, most e-commerce companies are simply not only hiring employees based on the standards set by this industry; the individuals need to show an eagerness to learn and grow with the company. Some important soft skills include:
- Critical observation
Today, businesses and companies are looking for ways to adapt as the world keeps changing due to global events. Recruitment is also changing the way people want to work. This change is taking place at a breakneck pace, right from virtual hiring to broadening the potential for the labor pool.
The trends mentioned above only show how technology is playing an important role in implementing these changes. Tools used by recruiters are becoming more sophisticated; however, the end goal is to attract the best potential candidate for the job.