Recruitment trends for the New Year. What can you take from 2018 and use in 2019 to evolve a current talent acquisition strategy?
We pick our favourite and most promising trends of 2018, that all have the potential to transform hiring.
1. ‘Behind the scenes’ recruitment processing
A key take away from 2018 is that candidates are reluctant to participant in a hiring experience that feels non-human. A loss of human interaction can occur when employers incorporate too much technology into their talent acquisition strategy. This will make it impersonal and also create a communication barrier that will consequently affect the job seekers relationship with a potential employer.
There’s no denying technology will continue to impact recruitment in 2019. A way to manage the incorporation effectively is to have these changes go unnoticed by the average applicant. This will allow for tech solutions to complete previously time-consuming tasks behind the scenes and for recruiters to shift their focus back onto the job seeker.
Consistent hiring means consistent results. When a recruitment process is standardised, each individual job applicant will be treated the same. This starts with a fair screening process that preferably utilises technology, an interview stage where the structure and questions remain the same for each applicant, to the final hiring decision that follows the same procedure for each interview attendee.
If all job hopefuls undertake the same hiring process, there is no room for ‘exceptions’ from the hiring manager or unfair decisions based on the possibility of bias.
3. Bias-free hiring
Bias-free hiring will always remain a priority. Employers will continue to strive for a diverse and inclusive workplace. Diverse teams perform better, they encourage a range of different thoughts ideas and inputs. Often this is difficult to obtain when hiring managers sought after candidates who are similar to current employees.
In 2019 the methods used to eliminate bias will evolve and improve, an example of this is blind hiring. This involves the removal of any identifiable information regarding a candidate. So when a candidate submits a job application, CV or even attends an interview, the hiring manager will be ‘blind’ to any external factors that are not relevant to the job. Reducing unconscious bias and shifting their attention back to the applicant’s skills, experience and job compatibility.
4. It’s all about the experience
The candidate experience, the hiring experience and a personalised recruitment experience are all factors that will remain essential components in future talent acquisition strategies.
For example, aligning priorities to focus on a positive candidate experience, will mean a stronger employer brand, higher retention rates and a greater opportunity of unsuccessful candidates reapplying again in the future.
5. Data-driven recruiting
Wave goodbye to ‘traditional recruitment‘ methods because 2019 is all about the data. Data-driven decisions will continue to dominate the hiring industry. Following the implementation of GDPR, the compliance regulation forced recruiters to take control of their own data. Which affects all aspects of data handling, from how it’s processed, stored and used (depending on candidate consent of course!).
Advanced recruitment software has the ability to analyse large candidate pools and determine potentially great future hires depending on how well their current skills and experience match the job description.
Data also has the capability to provide valuable information. On aspects such as; previous candidate history, (the good and the bad), hiring costs and the time to it takes to hire. All of which will enable employers to revisit past recruitment processes to ensure their methods are the most effective.
What are your 2019 recruitment predictions? Let us know in the comments below or on Twitter @CiiVSOFT