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8 Recruitment Trends Changing the Way You Hire and Retain Talent in 2020

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8 Recruitment Trends Changing the Way You Hire and Retain Talent in 2020

Welcome to 2020, it’s a new year, and it is an amazing moment to take a closer look at what recruitment trends the industry will embrace this decade. Recruitment technology and the marketplace continue to evolve, as does the nature of work itself. With the anticipation of not only a new year but a new decade, the most strategic of companies are looking for newer ways to remain competitive in an ever-advancing workforce. To hire talent and skill that can make a difference, employers will have to brand themselves to the talent pool, look hard for mediums to access this intelligence, nurture the strategic relationship with lost candidates and woo them back carefully into the fold.

What’s next for human resources managers as we enter a new decade in 2020? Let’s have a look.

Building and Maintaining an Agile Workforce

Contingent and agile workforce are different; the contingent workforce model is one where temporary or project workers are brought in to specific roles and projects to augment an organization’s existing workforce when needed. While an agile workforce is one, which is focused on highly skilled workers with incredibly specialist skills, brought in when needed from inside or outside of the organization.

Candidate Relationship Management

Unlike earlier, a recruiter’s work will not be limited just at finding a desirable candidate but will have to work to develop a relationship cycle for long term engagement. The human resource analytics tools rooted in AI and MI will support recruiters in better workforce planning, skills gap analysis, retention, assessment, and database management. This, in turn, will impact the quality of new employees and also cost and time spent in the hiring process. Automation of the ex-employee verification process will help companies in saving time and resources and also will generate insights on attrition trends for better retention practices.

Social Media

The significance of social media for professional purposes is great. First, LinkedIn, and employment-oriented service and social platform that operates via websites and mobile apps, and how it has flourished into a leading reference point for job seekers as well as recruiters. However, other social media sites such as WhatsApp, Twitter, and Facebook are excellent platforms to collect data about candidates and recruiters have used these in the past to do the same.

Digital on Boarding

The end-to-end automation of the recruitment process- from hiring to verification to on boarding- will catch up with employers so that all actions related to hiring are defined, allocated and completed in time to bring all stakeholders covered in the hiring process on the same page. Digital on boarding will also support organizations to attract and retain Gen Z talent by providing seamless preloading and on boarding experiences that engaged them in ways they comprehend and appreciate.

Data Protection and Privacy

A rising concern worldwide, data protection and privacy norms will be impacting organizations’ hiring policies. With impending changes in regulations, be it GDPR or India’s own personal data and privacy bill, employers will have to assess and redefine hiring practices and processes to stay compliant.

Recruitment Marketing

Competition to lure talent is rising and this places candidates in a unique position in the equation where they select the employer as much as the employer selects them. In the coming generation, employer branding will be focused to attract and nurture talented workforce who are the best fit for the organization. Data-based targeting and retargeting of specific talent and employer branding initiatives will get importance to create consideration, interest, and awareness.

User-friendly Tech

This year, some recruitment trends are focused solely on the end-user. Like one of the major difficulties employers suffer from the rapid changes in tech that have taken place over the last decade is they hype fatigue that comes will sorting through all the bells and whistles or advance technology to find what is actually important and value-adding. Tech companies will evolve in the coming days to better serve and communicate with employers, to develop their tech user-friendly, and to keep systems easy to implement.

Personalized Tech

As recruitment tech continues to evolve, we will see an enhanced movement towards employers picking and selecting tech based on their technical requirement needs instead of implementing one system, which serves as a one-size-fits-all-model. While one-stop-solution may be desirable for both tech companies and employers, the technologies available have changed so rapidly in the last few that that picking and selecting the best items in the tech stack will be the best practice for recruitment, and will provide employers the chance to personalize their tech based on what they truly require.

Revising your hiring strategies for 2020 according to the current trends will help you develop a more efficient recruitment process and find the right candidates fit.

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