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Today's recruiting landscape is vastly different from what it was a few years ago. Largely due to COVID-19 and movements for racial equality. Changes that would have taken many years, happened over months. While many are now able to recruit workers remotely, others are experiencing internal mobility and new upskilling programs. Diversity is now being treated with the urgency it deserves and the accountability it requires.
We're offering six bold predictions for the future of recruitment to help you navigate these changes and stay ahead of the curve.
This article provides a broad overview of the current scenario that requires actionable strategies to assist your team in the future of recruitment.
Internal mobility is no longer something that's a luxury but a necessity. As a partner with learning and developmental (L&D) and broader HR, recruitment will create and lead a comprehensive internal mobility program instead of leaving it up to hiring managers or ad-hoc practices. Employers will be able to identify the skills of their employees and link them to L&D resources to help fill any gaps.
Companies will move from static jobs within siloed departments to project-based, cross-functional work. Employees will be able to shift to new projects when business needs change. This is a time of unprecedented uncertainty and volatility. This was a shift that many recruiters experienced in their immediate response to COVID-19. Many moved to new projects as the pace of hiring slowed.
This will change how recruiters evaluate and hire talent. This will allow recruiters to prioritize applicants' potential and transferable skills over their technical ability and pedigree.
Companies around the globe have pledged support for Black Lives Matter, greater diversity, and candidates, employees, and consumers have been eager to see if those words translate into actions. Diversity isn't a "feel-good" initiative but a business-critical imperative that can be facilitated by recruiting.
Remote work can greatly expand the available talent pool, making finding candidates from underrepresented groups easier.
Recruiters will provide a diverse pool of candidates, advocate for them and hold hiring managers responsible for moving these candidates through the process. They will reformulate hiring processes to reduce bias. This includes building diverse interview panels and mandating data-driven reporting to diversity goals.
Although companies have tried video interviewing and remote assessments before, the COVID-19 lockdown reality has compelled them to create a virtual recruitment process that is fully automated. They both acknowledge and embrace the time and cost savings that this change has brought. A hybrid workforce that includes onsite and remote workers will soon be the norm. The same goes for hybrid hiring that incorporates virtual and in-person elements.
Companies will face two challenges. Businesses will have to improve their virtual processes. As they master the technology, they must continue to search for human touches to their systems. They will also need to decide when virtual will be used and when in-person. How will they maximize the candidate experience and assess the advantages of in-person while still leveraging the efficiency and speed of virtual?
Entry-level candidates may be able to experience a virtual hiring process. They won't have to visit the office until they are onboarded. However, executive candidates will continue to be treated with many onsite visits and face to face one-on-one meetings.
For decades, the business's trusted advisors in workforce planning have been recruiters. Now they can be indispensable. Remote work promises a variety of talent pools, higher productivity and retention, and lower costs on salaries and facilities. It also leaves a smaller carbon footprint.
It also makes workforce planning more difficult due to the need for compensation considerations (fair pay with a distributed workforce), Capacity planning, company culture and technology, as well as employee visibility.
Recruiters have the unique ability to offer crucial insights into this transition. What do they bring to the table? They bring data-driven insights about talent and anecdotal feedback on what talent needs and wants. Companies can gain a competitive advantage by knowing these concerns and quickly addressing them.
Recruiters can also help the business weigh the benefits of an anywhere-in-the-world approach versus a hub strategy targeting a few sites that will make career development and cultural adhesion more robust.
Recent months have seen a lot of changes in the recruiting industry. Recruiters must be flexible in dealing with slow hiring (or unprecedented spikes in certain industries).
Some recruiters may hire for multiple roles, locations or teams depending on the changing needs. However, others may need to do more than just hiring. Personal development, the ability to learn new skills, is the fastest-growing skill among recruiters.
As a bridge between its HR initiatives and its hiring needs, recruiters will become more important. It's no surprise that recruiters are adding new skills such as diversity and inclusion, decision making, and HR strategy to the tool belts of their resumes. They will improve employer branding and clarity and the quality of virtual hiring.
You can read the complete global report here or download the regional versions for North America and Europe, the Middle East and Asia-Pacific