Ideas That Are Shaping The Future Of HR And Recruitment | Part 2
Ideas – This is what we were discussing in the previous blog. How creative ideas are shaping the future of HR and recruitment. In this blog, we will discuss the hottest and most impressive trends that are selling like hotcakes in the recruitment industry. 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 recruitment and experts, as well as recruiters, already know it.
So, how do we go about working around this new trend that is facing us?
Let’s find out..
AI will focus on the front end of the recruitment process
The topic of AI in recruitment has been around since early 2018 and it isn’t going anywhere anytime soon. HR tools and automation platforms will not really replace recruiters. They will bring more power, strength and freedom to their work. It will help uplift them and give them more space to engage candidates and build a brand reputation.
In fact, experts look at the role of AI in HR in 2 different aspects-
One. HR bots are not really going to takeover recruitment altogether. HR professionals are only looking for assistance for the same.
Two. There is tremendous competition when it comes to HR platforms meeting each other face to face, trying to crack a deal with an organisation.
HR automation tools will only expedite the recruitment process and bring more consistency in picking the right candidate for the organisation.
Recruitment technology will focus on videos and digital integrations
Potential candidates appreciate it when the organisation they are applying to take the initiative to walk them through the work culture they are going to be a part of. Videos work exponentially well when it comes to showing around the diverse work environment.
Moreover, technical and digital integrations allow candidates to find out more about the organisation. Before they sign a contract or accept the offer, it is beneficial if they are on the same page as the organisation itself.
In the end, no candidate is perfect and neither is any organisation. Therefore, things work out well when there are no discrepancies and only trust. This way, even if there is a lack of perfection, things turn out well because employees want to work towards the vision of the organisation. Visual capabilities only bring more strength to this viewpoint when you want to know how to hire employees.
Hire for potential and not just for skills
Give up your search for that perfect candidate because that’s too elusive. You have got to look for the right attitude that is going to become a good cultural fit. If you can see the ability and the desire to learn and grow then you know that you have found the right talent. The candidate may or may not have the required skills but if they want to learn, they will.
We live in a world where there are no restrictions to learnings and growth. Everybody has access to the internet and watch relevant videos to learn something new. Better take advantage of this and trust candidates who come with the right attitude to meet the hiring companies.
Utilise recruitment data for better recruitment outcome
Talent management is simple when you make use of data with the correct approach. Data is still the King, irrespective how many new technological advancements come in the picture. HR automation tools will come go as easily as they come unless they make sensible use of data.
Data will give quick access of candidate information to recruiters and help them maintain spreadsheets or tools in a much better fashion.
HR trends will come and go but organisations will keep up the hunt for the right talent bringing the right ideas to the table. In return, well deserving candidates will always be on the lookout for a good opportunity where they can showcase their talent.
Be on top of what’s latest in the HR industry and everything will fall into place.
For more ideas on HR technology and automation, please visit peopleHum!
Also, read the first part of this blog series
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