Learning From Our 2019 Hiring Trend Predictions Coming True
Posted recently (3/30/2019)
As we looked back at our predictions in 2018 for the upcoming year, we're curious to see if any of the expected trends we predicted have come true. Hiring teams across the board are in the process of reevaluating their hiring strategies to get a better idea of what worked and what didn’t work in the past year. Kudos to your team if you hit all your numbers and had a robust talent pipeline - if so, it might be time to identify opportunities to make your hiring process more efficient. But if you still have positions (you know who you are - company who has 100+ open roles) staying open months after they were posted, you may want to start seeing what new technology tools are out there that can better your situation. Let's review a number of trends we thought were going to become big (and are seeming to go that way) for recruiters and talent acquisition professionals:
1. Technology being used for diversity and inclusion
Well, as expected, companies still struggle with finding and including diversity within their organizations (this is not just a tech problem by the way). Hiring leaders are trying to figure out how to put an end to it. Even the behemoth companies out there are admitting continued challenges with low levels of diversity within their workforce. So what can you do about it? Ideally, you will want to dedicate more time to find larger, more diverse candidate pools. How do you accomplish this when you're stuck with all that burdened work at the top of the talent pipeline? Start using new pre-qualifying AI services and automating first phone screens
to help give back time to dedicate to this very important growth task.
2. All about college recruiting
Though they won't have significant professional experience, definitely don’t forget about the diverse talent that’s found at most universities. Alumni groups as well as local professional groups can enable you to network and build relationships with soon to be graduating talent. If undergrads aren’t what you’re looking for, then graduate students are a good source of bright, seasoned candidates.
3. AI Automated Phone interviews
But for technology, look for artificial intelligence and automated phone interviews
to be even bigger in 2019. Phone interviews are not only more natural than the high "creepy" factor of video interviews, but also allow recruiters to ensure hidden biases never seep into their hiring practices. One way phone interviews increase levels of diversity is by having hiring managers take the phone interview to help identify the skills and experiences of the golden candidate
helping recruiters better profile the candidates that will be relevant and a perfect fit for the role. Enabling candidates to self-serve the phone interviews when they're comfortable allows each candidate to have an equal opportunity while being assessed in a consistent and uniform manner.
4. Resume screening
Another way technology, though a bit outdated at this point, is the use of resume screening software. Of course, resumes used to be a great tool to quickly parse and figure out if listed skills were a good match. However with experience bloating, copying from Google and getting copywriting help from friends or professionals has helped eliminate the resume as a reliable way to pre-qualify a candidate. With that being said, it has been a way for recruiters to sift through stacks of resumes quickly (though as we all know, sifting a mound of garbage will still result in those poor-fit candidates getting on the phone wasting everyone's time). Though this has been popular in the past, it's probably not the best use of tool investment funds in the future.
4. Going mobile
The smartphone revolution is going strong with no signs of slowing down. To add to that, not only are job seekers using their phones to apply for jobs, but it’s one of the most common ways they look for open positions. And you can bet the next batch of students leaving school and entering the job market are going to carry on the trend of using mobile to look for open positions. To make sure your hiring practices don’t go out of style within a year or two, then fix up your company’s career site so candidates aren’t met with a clunky page that turns them off from wanting to work at your company. You should also use technologies that enable candidates to quickly engage via their phone
while post job openings on all of the major job boards like Indeed, Monster, and LinkedIn.
4. Work opportunities abroad (both near and offshore)
As you know, IT'S A JOB SEEKER MARKET
. If you want candidates to stay, you’re going to have to offer them some motivating perks so they aren’t easily poached by another company. By giving them the option of working remotely, they will feel valued (as well as have a sense of job security with this extra trust). Another benefit is you’ll be able to interview candidates from all over the world, exposing you to a bigger pool of talent.
2019 will be an exciting time for emerging technologies, so make sure your hiring team is informed on the trends and new tool opportunities so they can implement the strategies to achieve your organization's annual hiring goals.
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