Recruitment is all set to change. The world has been moving at a rapid pace and we have witnessed a technology upsweep! Recruitment has evolved and has taken up a different form. Before going on about how recruitment will change in the future, you have to have knowledge about the HR trends that will shape the future of recruitment. So, here are four HR trends that you have to follow to ensure that your recruitment is spot-on:
Technical skills or hard skills, as we call them, are important for professionals who are designers, coders, writers, or tax accountants. Further to these, soft skills are crucial. Those personal attributes which helps to solve complex problems without the slightest flinch. With technology and AI increasingly replacing human intervention, the only type of skills that are going to keep up the human touch are soft skills. Well, you may never know when the tech geniuses would come up with a machine with a heart and emotions!
Gone are the days when employees worked as puppets under their managers, who would become the ringmasters and lead the act. The majority of the workforce that is actively working in today’s time is the millennial workforce. They are tech-savvy and we can easily call the millennial generation – The digital generation. Millennials have been brought up with the mindset that their expectations will be met without substantial delay. In fact, they will receive the kind of freedom and space that they require to think and act. If you really want passionate, success hungry millennials to work for you then it’s really important that you offer them what they are looking for. And that’s creative freedom.
Employees will think freely when they feel safe at work. In fact, employers are legally bound to ensure workplace safety and measure terms against workplace harassment. Especially after the #metoo movement driven so vigorously all around the world, organizations must take initiatives and measures to create a safe work environment. This is something potential employees and candidates actively look for.
Employees now have the surety that they can walk up to the HR or their reporting manager to share a concern or report a complaint. Their feedback is totally anonymous and this gives them even more encouragement to leave their emotions aside and ask for the right thing.
Preventing harassment is building a more respectful workplace culture. At a time where crime rates are increasing by the day, it is essential to ensure that employees are safe where they work and contribute towards the benefit of the organization and business customers.
It can be about maintaining a clear transparency in work responsibilities, output or pay scale. But organizations must ensure that they are encouraging transparency. It gets difficult to manage a team when there is too much-undisclosed information or managing confidential agreements going around.
As a result, employees get a sense that their employers don’t have enough faith in them. Or perhaps they don’t trust them enough to share valuable information. Of course, maintaining transparency in pay isn’t something every company is comfortable sharing across teams and team members. However, organizations can definitely circulate other important and necessary information that employees must know.
Let’s Talk Ideas
Ideas! A simple idea can make a lot of difference. It was a small idea of rubbing two stones together, that sparked the fire! Creative ideas are shaping the future of HR and recruitment.
Devising smart strategies to recruit the right talent is important. Otherwise, smart people will always prefer a competitor over you if they can’t have an experience with a proper structure. Huge changes are coming in the field of talent acquisition and experts, as well as recruiters, already know it.
How Recruitment will change by 2027
1. Computerization of Database Processes
We knew we were in for drastic changes with the onset of computers. The computerization and robotics in recruitment will eventually replace many of the functions that a recruiter has to do alone today. The existence of job boards will continue, but the information will be a click away and hiring specialists to streamline and narrow down candidates will become a long-forgotten story.
Collecting candidate profiles will be done ina jiffy with the rapid growth of big data.
Artificial Intelligence is not going to replace recruiters, but, an incredible amount of data will need to be optimized to improve the work on candidate profiles. Nowadays talent acquisition technology can optimize the search process and speed up the connection with the candidate through direct channels (social networks, personal mail, mobile number), which the software collects in one place from different sources.
AI, on one hand, brings ease and effortlessness to the table, but, there is a fair chance that it will claim the jobs of several employees, especially that of recruiters. This might also mean that
2. No more resumes and profiles
There is a strong possibility that in 10 years everyone will have a device with full information about themselves. This will remove the practice of answering questionnaires and submitting resumes for an open position. We will be talking more about how resumes will not be a thing of the future, keep following our blogs.
3. Recruiting through internet technologies
We cannot avoid the importance of the Internet when it comes to predicting the future of recruitment.
In the near future, internet technologies will see a massive development, while access to all the kinds of resources will significantly increase. This fact can affect the work of recruiters in attracting candidates. Internet recruitment can greatly accelerate and facilitate the business process and will solve help in saving time and increasing the accuracy of the selection procedure.
But, we cannot keep aside the human side of recruitment. Personal communication and candidate experience still remains important. Recruitment, that way has multiple faces. But, the fact remains that we cannot imagine the future of recruiting technology without the artificial intelligence and innovations working alongside social networks and recruiting platforms.
In addition, to this, all the information about candidates and the data available and the process of contacting them must be optimized to the T. It must be simplified and easy.
It is obvious that only those who will be able to process a huge number of databases and minimize the participation of a human in all these processes will remain, but only if they don’t forget the human side of human resources.
4. Chatbots in Recruitment
People are now used to interacting with chatbots – tools powered by artificial intelligence (AI) algorithms that can have basic conversations with humans. Why should recruiters spend hours and hours trying to parse reumes and finally shortlist one from the thousands that have lined up?
That’s what chatbots in recruitment can do. They can be programmed to analyze key terms in resumes, initiate interactions with candidates, and ask them a set of predefined questions, based on which they can then shortlist candidates, giving recruiters a quality set of candidates to start working with.
It goes without saying that chatbots in recruitment is a huge advantage and it helps to save a massive amount of time.
The changes in technology will make a huge impact on the way we hire. We have to prepare ourselves to witness and embrace the changes the future of recruitment has in store. If, as an organization, you fail to grow, adapt and evolve, you will lose the game. It is said that great vision without great people is irrelevant and recruitment is the door to getting great people, you have to ace it to win in the market place.