You want to attract and employ top-quality hires. You can't do this, though, without looking out for trends that could impact your methods and resources. The traditional one-page written résumé will only tell you so much about a candidate. You could be missing out on a pool of talent by restricting yourself to this method only.
Technology isn't the only trend you need to watch out for, though. You could list many things that will impact how you recruit. Upon reflection on the multiple hires I have made in my agency this past year, I find these four trends to be the biggest to watch out for.
1. Artificial intelligence
I've talked before about how chatbots are being implemented in the hiring process more and more these days. Artificial intelligence is most helpful in these repetitive areas:
Sourcing and screening candidates
There are many A.I. platforms that can help you out. One I keenly use for sourcing is LinkedIn Recruiter. You can set it to use one of your current employees' profiles and it will automate the candidate search to match with similar skills, qualifications, and experience.
A.I. will never replace you in your role, because it lacks the ability to engage and interview candidates. You should embrace this trend. Let A.I. take over the tedious tasks and you focus on being human.
As trends come and go, a few things remain the same. You're needed to build relationships with the candidates. See past all the laid out credentials and look at the potential. Judge if they're a culture fit. Use your skills to ensure offers are accepted.
Talent acquisition managers say diversity is the top trend impacting how they hire. Yet you're still not reaching diverse candidates?
Well, it's because you're not looking in the right places. I've found that you should start from the inside out. Invest in your current employees by supporting them. And it has to come from the top--not just line managers. Give your employees a place to voice their feedback.
You'll soon start to see patterns of behavior in the current talent you have and come up with strategies to attract more.
It's hugely beneficial to factor in diversity in your workforce. Having a team made up of different cultural backgrounds, working habits, and experiences will create some unique collaboration. These days, customers find diversity more appealing too.
Talent acquisition is a people profession, but now it's becoming a numbers game. Data has been and is being used by most companies for hiring.
Using data to find talent isn't a new trend. The vast amount of data available to us is, though, as well as the speed at which we can gather it and analyze it. Data analytics can predict outcomes, and it can also track them. This is vital when finding correlations for hiring decisions.
Data powers machines that impact your recruiting process--A.I. With valuable data, you can collate and compete for top talent.
Here are a number of uses for data in talent:
Forecast hiring demands
Measure skill gaps
4. New tools to shortlist
The usual face-to-face interview is still widely used. Hiring managers see this as the most effective way of assessing the candidate. If you believe that, you're wrong.
During interviews, you're unconsciously biased. You believe charismatic candidates to be more capable for the role. It's also hard to assess skills and weaknesses properly.
There are some techniques that are becoming more popular. These can help make your hiring decisions easier. They'll also appeal more to the candidates.
Virtual reality: VR is being utilized in so many ways these days. It's definitely a unique trend in hiring. For example, creating a simulated 3-D reality where you can test candidates in a fun and responsive way.
Online assessments: Soft skill assessments and comprehensive online tests aren't necessarily new to the recruiting game. They are getting more popular among employers--especially for graduate schemes. These are a good starting point to the recruitment process. You can uncover and acknowledge rare skills and traits. This is something an ATS would only be able to filter through what it knows--so nothing outside of the box.
Video interviews: Like a traditional interview but more convenient. You can infiltrate a wider candidate pool, increasing your chances of discovering more talent and diversity. Don't limit yourself to live videos. Ask for recorded videos--candidates will send in what they think is a perfected version. You'll also find the individual to be more relaxed and show their true potential.