2020 saw the rise of trends in the corporate world, with businesses having their share of innovations and making the most out of work-from-home setup to thrive in this pandemic. In the past year, it was indeed a challenge for recruitment managers and human resources leaders to look after workers’ welfare while making sure top talents either enter or stay and never leave. But a slew of recruitment trends saved them.
These recruitment trends most likely caught your attention in the past 12 months, but in case they haven’t, here are some tactics on making recruitment work for you and your company this 2021.
AI and Automation
Whether the company was forced to use automation by the pandemic or has been utilizing AI way before, there’s no denying that 2021 is the year when AI and automation will take over. In fact, around 72% of employers are seeing the shift of talent acquisition into automated processes within the coming decade. Also, HR automation is a time and money-saver. Staff hours can be reduced by 26%, and hiring expenditures lessened by 17%.
There are many ways to automate HR processes, from maintaining employee records to structuring recruitment processes. Even looking for talents is now powered by AI, as there is software that can browse through candidate resumes and pull out the best ones through machine learning programming. But before you grab the first HR automation software you find on the internet, take these considerations:
- AI versus the “human touch”. Sure, automation sounds fast and convenient, but should it really replace the hands and mind of a bona fide HR professional? Discern which HR apps are better alternatives to what your company is used to, but also think which processes and recruitment tactics are better off handled by your staff. The idea of automated payroll systems sounds good. However, there are still decisions best left to the human mind.
- Training is key. Choosing the best HR software is one concern, but having everyone use them is another. Invest in giving your staff adequate training in using this software. While many professionals nowadays are tech-savvy, some hesitation with new technology should be expected. However, once the team sees how processes are streamlined, they’ll jump into the bandwagon of these recruitment trends.
Data-driven Human Resources
Employing facts to make calculated HR decisions has its benefits. Data-driven conclusions help rid of biases and qualms when making major decisions. For example, opting for data-driven hiring allows HR managers to better understand the entire process — from searching to onboarding. Costs are calculated, timeframes are much clearer, and goals are set with certainty because everything is backed up by data.
However, even if data is readily available, not all human resource leaders understand how to harness them. A study showed that though 71% of companies put a premium on HR analytics, only 7% truly understand how talent management contributes to a company’s overall performance. This means there’s more work to do so that data will not be taken at face value but rather have more impact on an organization. Consider the following:
- There’s an app for that. Research how to maximize recruiting marketing platforms and data analytics programs. Pre-setting data documentation and analysis can be tedious, but with the right technology apps, glancing at data to make decisions will be a lot easier.
- Have a data-driven state of mind. Start by introducing a data mindset within your human resources team. Data analytics will improve a lot of the company’s human resources aspects: talent retention, workforce planning, skills gap evaluation, you name it. So, urge everyone to back up their observations, suggestions, and decisions with data. If your teams think in a data-driven way, this mindset will have a ripple effect on the department within your company.
If today’s consumers are keen on looking for reviews of products and services, potential employees are now focused on getting to know the company first before submitting a resume. Brand reputation became a particular concern of both job seekers and human resource leaders in 2020 because of dreaded stories of job layoffs and business struggles thanks to coronavirus. That is why businesses are throwing in extra effort to beautify their recruiter brand and set them ahead in the race to get the best talents.
How then can you ensure that nothing will sully your company’s good name for potential hires to see? Take a look at these:
- Consumer activity is a factor. How the company treats its customers is believed to reflect how they treat their employees. With this in mind, find a way to monitor customer complaints, low star ratings, and the overall mention of your company on the internet. Addressing what is said about your company online will show that you are proactive in making the overall consumer experience better. A way to improve candidate experience is to show them that when they are hired, they will be valued as if they are customers.
- Use a reputation management tool. A reputation management software can round up candidate feedback in real-time, making it a formidable tool for sentiment analysis, seeing what is said about the company. Great Recruiters can offer you such reputation software that human resource departments can utilize to improve recruiter performance to ensure they are positively affecting your employer brand. This software is a concrete way for human resource leaders to improve and maintain their employer branding by compiling candidates’ comments for recruiters to learn from and use to improve future hiring.
Recruitment trends come and go, but a good reputation should stay constant.
Great Recruiters offers solutions in keeping your recruiter brand attractive to potential hires. Trends may change, but how top talents and jobseekers see your company should always stay on the positive. Would you like to hear insights on how keep your reputation at its optimum? Request a demo today.