Presentation of the recruitment prospects for 2019

Jan 14, 2022

Recruitment prospects indicate that the tasks of human resources departments will be harder in 2019. A survey by ManpowerGroup notes that 45% of employers worldwide do not find the qualified candidates they need to fill vacancies. The same study highlights that 72.8% of recruiters have problems to hire talent for specific areas.

The shortage of skilled workers will become constant in the coming months. Faced with this reality, proactive companies that adapt to manage talent and improve strategies to attract qualified employees will be prepared better for new challenges in the working market.

The working market has changed, according to MRINetwork. This company foresees that by 2020, millennials will make up more than 50% of the workforce. On the other side, it is estimated that by 2027, more than 5 million jobs will be opened in the area of technology of information.

Some companies have started to take essential steps in 2018. Managers and directors reveal the recruitment prospects and strategies for 2019.

Technology will be critical in recruitment prospects

This year, competition will be hard among employers. For that reason, one of the options for organizations is to offer more incentives.

Companies have become that flexible that 25% of them offers the option of working remotely, while 22% is prone to pay for rest time.

These statistics show that companies will be more concerned about the quality of contracts.

In the quest to fill vacancies, employers seek to reduce the time for recruiting a new employee.

Studies indicate that many companies have chosen to use technology for doing interviews: 60% of them use videos.

Anyone with access to digital media can apply for a job, regardless of whether they are qualified. Therefore, recruitment companies have created methods for employers to improve their hiring process using technology. Online functions allow hiring managers to send personality tests, drafting, among others, that a professional interested in employment can take.

“There is nothing more frustrating than falling in love with a candidate you believe would be the perfect fit only to discover that they are a terrible writer during the final hiring process,” said Ariel Schur, CEO, and founder of ABS Staffing Solutions. The executive predicts that companies will do several interviews through Skype before scheduling a candidate for an in-person interview in the office.

Diversity plays a major role

While many companies prioritize diversity, this year companies are expected to start using strategies to attract and hire a diverse workforce.

Companies understand, accept, and value differences between people of different races, genders, ages, religions, sexual orientation, etc. In this sense, the objective of organizations is to add the experience, skills and knowledge bases to develop the talent of the employees.

A study revealed that the areas in which companies want to be more diverse are: gender with 60%, ethnic groups and culture with 41%, age with 38%, and LGBT community with 14%. In the current environment, where talents emerge from all continents, even companies have opened the door to workers from different countries.

Contracts with greater flexibility

Experts recommend employers more flexibility in terms of experience. Likewise, requirements such as "strong conversation and enthusiasm skills" have decreased by 20%, according to a Jovite.com study.

One of the reasons to now offer higher quality contracts to the employee is that 75% of recruiters have pointed out that some candidates have rejected the offer. In 53% of the cases, aspirants received better offers.

One of the reasons why higher quality contracts are now offered to the employee is that 75% of recruiters have pointed out that some candidates have rejected the offer. In 53% of the cases, the applicants received better offers.

If we take into account that 80% of millennials want to work outside their country of origin, it is understood that companies change to more flexible models. In fact, it is expected that by 2020 the number of employees who will work abroad will increase to 50%. Also, 21% of business leaders believe that global mobility will be a priority to attract talent.

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