Human resources departments have changed the way they recruit talent. Some changes have been quick, while others are still evolving. Most of these changes involve technologies that eliminate the need for papers and phone screenings.
Instead of low-tech recruiting options, recruiters are now conducting video interviews after candidates take online skills tests. These recruiting trends in 2020 allow recruiters to be more proactive in their hiring practices by having focused selections.
Given these developments in recruitment as we move through the year, the question remains: What more will be the top recruiting trends in 2020? Find the answers below and in a second post to follow.
1. Increasing Retention
It’s no secret that turnover is expensive, both in time and money. So employers are looking for ways to change recruiting to decrease turnover. By hiring employees for the long term and avoiding onboarding them just for a quick fix, businesses can save money and improve their bottom line.
As recruiters look for new hires, they need to consider the long-term viability of the candidates. Recruiters should thoroughly assess each CV, ask candidates to complete a talent or skills test, and, most importantly, know the level of commitment they can give to the company during the interview.
One essential trait that recruiters also need to find in candidates is flexibility. Candidates who are amenable to change are more likely to stay on the job because they are likely to be willing to learn new skills when needed.
When interviewing, human resources departments should adjust their interviewing techniques. Rather than using a set of questions, they should interview in a conversational style, so that candidates will be more open when asked about their motivation and challenges. Soft skills, like creativity and problem-solving ability, are also important to gauge in the interview.
Instead of trying to fill a position, employers must consider the idea of building a team that is built to last. This change in the recruiting mindset enables human resources experts to focus on not just meeting business needs, but also employees’ needs. When they focus on people, rather than positions, businesses will be filled with loyal employees who feel valued.
When businesses have a growth mindset for their employees, candidates also see that their employer values them enough to train them in house. Candidates need to see that they have a career path at the organization, so they will not see the job only as a stepping stone along the way to another employer.
Increasing employee retention lessens the risk of losing customers as well. Customer loyalty comes from their relationships with dedicated employees.
2. Maintaining An Agile Workforce
The old model of using low- to medium-skilled temporary workers to fill short-term positions is on the way out. Instead, recruiters are looking for highly skilled agile workers who can move between positions as needed. Some might be hired on a contract basis, while others are long-term employees who are moved into various positions within the organization.
An agile workforce often comes in when a specific, high-skilled job needs to be done. The same group is used to fill short-term needs, therefore becoming members of the team. With an agile workforce, talent gaps are filled. This does not make temporary workers unnecessary, but agile workers can fill skilled and unskilled positions, where temp workers might have limitations.
Employers can also look into the option of hiring “knowledge workers.” These ultra-skilled workers are highly desirable. But, because they are so skilled, they can be expensive to employ. So, employers are looking for ways to use them only when needed. Many knowledge workers use about 40% of their time on highly skilled tasks. Many are employed part-time, but full-time knowledge workers can fill in doing other tasks until their specialized skills are necessary.
With an agile workforce, businesses have non-traditional employees. They have the training and soft skills that let them work in a multitude of jobs that require highly specialized skills. Teams mix and match as necessary to deliver specific business goals and values. Learning curves are low, so teams tend to become efficient.
Employers can also build an agile workforce within their ranks. When they delegate assignments to employees, they become empowered to achieve difficult tasks. They can also shuffle employees to different departments for variety. When leaders ask their employees to innovate without fear of repercussions, they are more likely to embrace creative problem-solving.
3. Sharing Hiring Practices
All too often, employers hold too many secrets close to their chests when recruiting and hiring. However, top recruiting trends this 2020 show that employers should share their hiring processes with candidates. Honest employers tend to end up with honest candidates.
Employers have to explain their hiring criteria and how they are using technology to determine who fits in there. They must also share information that will help candidates decide if the business is the right fit for them and vice versa. One way to start is by sharing details about salaries and benefits, hiring timelines, and providing constructive feedback after interviews.
If employers want to increase retention, they have to give their newest recruits reason to stay with them. Open and honest recruiters will get the same from their candidates.
4. Embracing Communication
As they embrace transparency, recruiters should also keep candidates informed about their status in the hiring process. This is why one of the top recruiting trends this year includes engaging with candidates via technology. Today, some recruiters already use all the social media channels and various hiring platforms to communicate with candidates.
When engaging with candidates, it is best to personalize the messages. Letters to candidates should begin with their names rather than a blanket form letter addressed to “Applicant.” With automated hiring platforms, recruiters should be able to send messages with customized greetings.
Engagement should also have limitations. While it is nice to send updates, recruiters must not overwhelm candidates with unnecessary messages.
5. Implementing Strategic Talent Insights
The goal of any recruiter is to find candidates to fill open spots. With limited high skilled talent pools, a real challenge exists. So, how do recruiters find the top talent, when every other recruiter is trying to do the same thing? It’s by implementing strategic talent insights to find out everything possible about candidates from social media activity to employment history.
Recruiters are differentiating themselves by gathering talent intelligence. Their intel comes at the micro and macro levels. They are looking into employment narratives and social media histories to see how candidates will affect company culture.
Organizations with high turnover can also use talent insights to find out why talent is leaving. Are other businesses offering something you aren’t? Does their competition have a more winning culture? Using data, they can figure out how best to fill gaps and retain talent.
As recruiting trends change, companies and recruiters have to make smart choices. They have to be strategic thinkers while welcoming change. They have to work hand in hand to gain valuable insight and substantially grow the business.
At Infinity Consulting Solutions (ICS), we help companies find the best talent. We understand the importance of the top recruiting trends in 2020 and know how to implement talent insights to help businesses find the perfect candidate to fill their long-term openings. Contact us at ICS for help with recruiting efforts. Stay tuned for part two to learn more about 2020 recruiting trends.