Recruiting looks very different today than it did just a year ago. Shifts that were predicted to take years are now happening in months, due to COVID-19 and the racial justice movement. For many, virtually recruiting remote workers has become the new norm. Internal mobility and upskilling programs are being implemented for the first time in many cases. Moreover, diversity is being treated with the urgency and responsibility it has always deserved.
To help companies stay ahead of the norm and be prepared for what’s to come, here are four bold predictions about the future of recruiting.
Onboarding and recruitment are now at least partly virtual for 70% of businesses, with 10% stating that it is completely virtual. As the use of virtual recruitment expands, so will the difficulties of giving job applicants a close-up look at corporate culture and in-person contact to assess fit.
This is why, when it comes to conducting effective virtual recruitment, companies strive to communicate the company culture from the moment an open position with the organization is advertised. Recruiters play an important role in managing human resources, which refers to the practices and strategies used by businesses to hire, train, and preserve their workforce.
The use of virtual recruitment in human resource strategies is becoming more significant, particularly in conjunction with remote working. Employers no longer have to limit their search to applicants within driving distance of their offices or corporate head offices. A better approach is to search outside regional borders to identify the perfect applicant for a job, regardless of location.
Using a mobile-enabled "Choose Your Own Adventure" experience, PwC, an accounting company, has given job searchers greater influence over the hiring process via the use of virtual recruitment. Additionally, applicants will be able to schedule their own interviews and have real-time access to their interview status. Candidates are increasingly being interviewed virtually, and questions on how they operate successfully in virtual settings are becoming more frequent.
Recently, inclusion and diversity have come to the forefront when it comes to recruitment, and it is an important trend to learn about primarily because it can impact the entire process and talent acquisition. According to statistics, a diverse workforce and an inclusive workplace can greatly enhance the profitability of a business. Many organizations want to increase the diversity of their workforces as well as make them more inclusive, and recruiters are in charge of identifying and bringing in a more diverse pool of candidates.
That being said, in an attempt to match these requirements, the recruitment process might be subjective to racial or gender bias to or against the potential employee. This will eventually lead to overlooking more suitable and competent candidates.
Coverage of dental and medical is still one of the most sought-after perks among workers and a powerful recruiting tool. Many job candidates, on the other hand, are seeking perks that go above and beyond basic health and dental insurance. Approximately half of workers, according to a recent survey, want their companies to help them save more for retirement, manage the demands of their jobs and personal lives, and receive more value from their insurance benefits. For jobs like financial services, developers, and other high-skilled ones, increasing perks may be a fantastic strategy to attract more applicants.
Both the prospective employee and the company are concerned about maintaining mental wellness. There’s no doubt that job seekers are increasingly asking about mental health perks in their workplaces. Anxiety and depression are on the increase in the United States, according to the CDC. This is why more companies are putting in place specific emotional and mental health initiatives, such as giving employees free or reduced access to mental health applications and activities like yoga. Power Home Remodeling has lowered employee co-pays for in-network therapy providers from $50 to $20, and PwC offers wellness coaches to workers.
Internal recruiting has become a major talent strategy at many organizations, owing to the benefits it provides in terms of finding qualified people, lowering recruiting costs, and improving employee retention. According to LinkedIn data, internal hiring has increased by 10% since 2015. Recruiters, on the other hand, aren't doing internal recruiting, according to research, with most employees learning of openings through internal postings, relationships with hiring managers, or word of mouth.
Schneider Electric, for example, has taken a much more proactive approach by launching an AI-powered internal mobility platform. Using this platform, employees create profiles that include their goals, skills, and interests, and they receive suggestions for full-time positions as well as projects, training, mentoring, and other opportunities.
Moreover, companies could also retain employees by helping them enhance their skill set by conducting workshops and training sessions. This will help employers create employees who are loyal and skilled enough to move up the ladder.
Businesses are finding ways to adapt as the world is shaped by ever-changing global events. Similarly, HR is altering the way work is done. Recruitment is changing at breakneck speed, from hiring someone virtually to broadening a company’s view of the potential labor pool. Only by learning and adopting these top trends can companies stay ahead of the curve and get access to the best talent available.
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