As 2020 has brought no sort of talent shortage, recruitment firms and recruitment advisory like our agency will want to focus a lot on their client relationships. As this has always been a top priority for most, it will be especially important in 2021. You want to be creative and propose new solutions that will benefit them and you.
During the COVID-19 this year, many companies were forced to reform their recruitment strategies. Companies are trying their best to find a way to continue with their recruitment process. It can include the traditional way of recruiting candidates that are phone calls and emails. They are still an essential part. But now, every company is dependent on video interviews to select the candidates, and the trends will remain in the highlight in the coming years. Employers are turning towards video interviews:
There are one-way & two-way video interviews. One way interviews are ideal for replacing the phone screenings that are inefficient & two-ways video interview is the key here.
Many companies take the help of AI in HR process in form or the other. Companies expect to leverage AI in the recruitment process. The technology is helping to streamline the part of the recruiting workflow, high-volume tasks.
AI helps to improve Online Applications
One of the ways that AI is helping companies with the recruitment process is via online application management. Applicant tracking from recruiter databases use lots of keywords & other data points that AI can sort & analyze with ease. AI helps recruiters sort thousands of resumes to speed up the selection process.
Recruiters chatbots main aim is to provide real-time interactions with the candidates by asking specific questions. AI-powered chatbots improve the candidate experience to the next level. 67% of job seekers build a positive impression of a company if they get regular updates throughout the application process.
Candidate experience is a new word among the HR because it not only limited to the recruitment process but also extends to the perception of people working in the organization.
If you as a recruiter can provide a better candidate experience during the recruitment, then 97% of candidates would love to refer to other candidates. Plus over 50% of the candidates like to share their positive experiences on social media.
Candidates want career sites that are easy to use and can help them quickly and easily set up a profile, search for jobs and apply. If these processes are not straightforward, applicants will navigate to career sites that have been optimized in these ways.
But the candidate experience doesn’t stop there. It continues after a candidate has been put into the candidate pool for a job. How candidates are communicated with, interviews are organized and conducted, and follow-up processes are executed will tell candidates how professional an organization is and whether they would want to work there. In a competitive labor market, the overall experience is crucial to not only attracting the best talent available, but also winning over that talent from your competitors.
2020 has been the year of the employee experience. The COVID-19 pandemic has accelerated the need for employee listening programs and developing an experience that maintains the health and well-being of employees, as well as giving them the positive experience during the pandemic that will encourage them to stay after the pandemic is over.
According to this trend, the recruiters need to create job listings and ensure that they are mobile-friendly. Mobile recruitment is hiring with the use of a mobile phone. An easy to use mobile experience helps the candidates to search and apply for jobs.
Mobile recruitment also helps you to get maximum out of social channels. 79% of job seekers use social media when they search for a job. Mobile and social media go hand in hand so, it is necessary to make social media a part of your recruitment strategy. The possibilities here are endless and go beyond the same old social media platforms like Facebook, Twitter & Linkedin.
With businesses facing a prolonged period of disruption and uncertainty, staffing the workforce is increasingly difficult. Fluctuating needs and short-term operations require flexibility, and contingent labor can help in meeting these demands.
Over the past few years, there has been an upward trend in using temporary workers and creating a hiring process expressly for them. The talent acquisition process is different for temporary workers than it is for full-time employees, and organizations need to be set up to seek out, recruit and process these types of hires. Partnership with staff leasing provider is a good solution for temporary workers. But organizations should also be prepared to use their career site to appeal to temporary workers and set up different interview methods and staffing provider approval processes. Whatever you do, know that recruiting contingent workers remains a trend at many companies.
The use of analytics across talent acquisition processes helps deliver data-driven decision-making and insights to identify areas of strength and weakness, as well as help reduce the cost of talent acquisition practices, identify problems and blockages in the process, and fill vacant roles more quickly. Additionally, talent analytics can prove the effectiveness and ROI of your recruiting software investments.
Advances in technology mean that aggregation, trend identification, visualization and predictive analytics are now standard parts of most recruiting software.
Assessing skills and competencies and using them to source, screen and match candidates to open vacancies is becoming a much hotter topic thanks to the power of AI. While skills and competencies have been used in talent management for quite some time, particularly for identifying and matching successors to key positions or identifying career paths, they haven’t always been used effectively in talent acquisition.
Particular skills and competencies can be critical for hiring the right employees. For example, a healthcare position requires specific skills compared to a psychiatrist, yet they may also overlap in one or two key areas. Nontechnical or soft skills, such as time management and critical thinking, as well as hard skills, such as engineering and software development, must all be considered. Having the right software to help you match the right candidates to the right jobs based on a set of skills and competencies will increase the success of your recruiting process.
As COVID-19 has affected the hiring techniques, many organizations are willing to vacant new positions via internal recruitment. Internal recruitment is one of the best ways to promote the internal talent you have at your disposal. Through internal recruitment, organizations can easily close the job openings quickly as there few factors to consider. Recruiters don’t have to delve any deeper into candidates soft skill or worry about the culture fit. These get evaluated by the managers. Internal recruitment benefit is that it’s cost-efficient in general. During this COVID-19, approximately 83% of the recruiters reported experiencing difficulty in finding suitable candidates. You can always tweak your internal recruiting methods according to the current scenario.
Before the pandemic, remote work was always been a big trend and it was said to have tremendous growth in years to come. However, now that companies adopted working from home and see the positive outcomes from it, it is here to stay.
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