As technology changes the way the world does business, HR managers and recruiters need to be prepared for change as well. Not only is technology changing the hiring process, but expectations within the hiring pool and the relationship between employers and employees are evolving as well.
Getting ahead of the curve can help you attract top talent and recruit the right person for the right job. Here are some of the most influential hiring and recruiting trends for 2020.
Payroll is an area that falls under both the HR and accounting umbrellas within an organization. Despite this overlap, the two divisions have historically worked in silos. Limited communication and different operating systems create a disconnect between the two branches, making employee data management more complicated than it needs to be.
Cloud technology and machine learning have created a lot of opportunities for businesses to rethink their structure. Payroll and employee data management are no exception to this shifting landscape. Rather than having separate operating systems for managing payroll and benefits apart from recruiting software, more businesses are investing in a centralized system that answers the needs of both departments.
This software can streamline everything from candidate selection to employee onboarding to benefits and payroll, depending on the needs of the business. For more information on what this software offers, visit HR Payroll Systems website.
Outsourcing and Remote Work
2019 has been the year of the gig economy, and that’s not about to change. If anything, more people will be looking at going into business for themselves or creating a side hustle to improve their income. Many startups are opting to save on costs by forgoing the traditional business set up and opting for an entirely remote team. Even traditional businesses are giving their employees the flexibility to work from anywhere and promoting a healthy work/life balance.
What does this mean for recruiters? First and foremost, the talent pool just got a lot bigger. Instead of focusing on talent within a specific geographic scope or facing budget limitations on offering relocation packages, businesses are able to recruit from anywhere in the world. For recruiters, this means having more people to choose from regardless of their location. The challenge, of course, is that recruiters for other businesses are experiencing the same benefit.
AI and Smart Technology
Automation and AI are making an often tedious job a lot easier. Rather than focusing on the minutia of a resume, recruiters can set up smart systems to look for specific keywords on a resume. Automated practices can also administer pre-screening protocols, such as personality tests, without a human HR manager or recruiter to analyze the results.
AI and automation are also removing unconscious bias from the hiring process by limiting the information that might allude to a candidate’s gender or ethnicity. Often, the simple act of removing a name from an application can make a significant difference during the recruiting process.
Hiring for Soft Skills
Once upon a time, having a degree was the key to landing a job, regardless of the experience behind it. Now, businesses are shifting away from hiring based on education and focusing on soft skills instead. In many cases, they’re even shying away from more experienced professionals for someone who shows a lot of potentials.
What constitutes a soft skill? In some cases, it’s seeing a skill that isn’t directly related to the job but could be transferable in some way. For example, someone with a background in accounting being accepted into a marketing innovation position based on their experience with analytics and numbers. In most cases, it’s a skill that has less to do with the job itself, and more to do with the person’s character or work ethic. Some examples of soft skills include communication and empathy.
There are a few main reasons behind this shift away from traditional hiring practices. First and foremost, businesses are learning the value of looking beyond the resume. There are many people who can do a job well, but fitting in with the team is another thing entirely.
Secondly, the Baby Boomers are retiring and leaving a significant gap in the organizations they’ve called home for so long– the Boomers were more likely to stay with one organization for years, as opposed to the Millennial generation that moves around often. Businesses and recruiters need to have an open mind if they hope to fill that gap.
A Focus on Company Culture
Another reason why soft skills are invaluable in the modern business world is that there’s a renewed focus on employee engagement and cultivating strong company culture. The Millennial generation is less likely to take a job for the sake of taking a job and considers potential employers as candidates in their own selection process. Modern job seekers are taking the time to learn about the businesses they apply to, searching for a brand that shares their values and beliefs.
For recruiters, this means showcasing the business in the best possible light and working with the HR team to nurture and promote their company culture. In many ways, a recruiter will have to be able to put themselves in the candidates’ shoes and assess their needs to attract top talent.
To effectively meet these evolving demands, recruiters must possess interpersonal finesse and leverage technology to streamline their processes. Incorporating the best recruitment software for small agencies into their workflow allows recruiters to efficiently manage candidate pipelines, automate routine tasks, and focus on the personalized aspects of candidate engagement.
Prioritizing User Experience
As job seekers become more discerning, candidate and employee experience become a higher priority during the recruiting and onboarding process. This means having streamlined processes and clear communication and managing expectations throughout the process.
Fortunately, some of the smart systems mentioned above play an extensive role in creating a better experience for candidates. Businesses that acknowledge the value of a candidate’s time and continue to display that respect when they become employees are more likely to receive accepted job offers and loyalty in return.
Planning for the Future in Recruiting
Recruiters of the future will need to advocate for candidates and showcase the value of streamlined systems and candidate experience to businesses. Keeping an open mind and looking beyond the resume to evaluate someone’s potential is essential for 2020 and beyond.
While the candidate pool may have gotten larger with remote technology, the competition for the best talent just became more challenging than ever. Staying ahead of the curve and up-to-date on the shifting landscape is a must for the modern recruiter.