The recruiting experience is evolving. In this sense, the new selection trends rely on the use of technology for human resources executives to develop effective strategies to find the right talent. There is no formula, but there is a principle: Aligning with the objectives of the organization to turn the recruitment process into a positive experience for the candidate and the employer.
New technologies in the area of analytics help assess talent and predict changes in the environment, but the new selection trends give priority to the human approach. Therefore, human resources work is expected to be enhanced. In addition to attracting the best candidates, work will be done in favor of the objectives and reputation of the organizations.
In 2020, executives will aim to find the right talent that supports the digital growth of companies and that can adapt to the changing business landscape. How to fulfill the task of adding the best candidates for different roles? The new generation of recruiters must be more strategic, intelligent, and have to know how to better manage data. Here are some essential aspects:
The recruitment process experience
Most candidates who attend interviews know the company. For this reason, recruiters consider important what the experience is like during the hiring process.
A study highlights the importance of this phase in determining the decision of the candidates. In this case, 87% of respondents indicated that a good interview and hiring experience can change their ideas regarding an organization of which they first doubted. Besides, 38% of people who had a positive hiring phase are more likely to accept a job offer.
The new selection trends want to make the candidate feel valued in the process. The recruiter, in addition to weighing the candidate’s capabilities, also provides feedback to those who have not passed the process.
New selection trends value soft skills
Soft skills will remain strong in the era of automation. In an environment where technological advances automate work dynamics, companies will highly value social and emotional skills. Empathy, advanced communication, leadership, and agile thinking will play an important role in the collaborative work of the future.
Artificial intelligence and automation will make many occupations disappear. Hence, employees who are agile, flexible, and well-managed of their essential tools will fulfill the transition to emerging roles.
The proper use of analytics
Organizations have put a lot of emphasis on analytics to make a good diagnosis of candidates. The use of data has led companies to improve hiring time, as well as other recruitment metrics. The optimization of analytical tools is consistent with the objectives of the companies to make the process more efficient and friendly. Likewise, valuable information will help companies shape their strategies and predict future decisions.
The selection strategies
Recruiters will cease to be reactive and will bring candidates to cover the key areas of the companies. Therefore, they will have a closer relationship with managers to recognize critical points and will direct their efforts to contact both external and internal talent to anticipate the scenarios.
At this point, they will be able to detect untapped resources within the company to generate internal mobility.
The employer’s brand
The recruiter’s brand plays a crucial role in engaging the best candidates. Successful organizations have developed marketing campaigns to influence the opinions of people and customers. That will be the trend of the future in the competitive talent market.
A LinkedIn study revealed that companies that develop a good brand campaign receive 50% more qualified candidates and have reduced the cost of hiring by 50%. The presence in social networks, the development of the company’s website and the public support of the employees will contribute to a good perception of the organization.