Recent HR trends point to a gradual tectonic shift
towards rapidly changing HR technology across all sectors. New sourcing
technology, advanced artificial intelligence (AI), and mobility factors have
all made the recruitment process refreshing for both candidates and the recruiters.
Post Covid-19, the recruitment industry expects
significant changes ahead. Let us look at some of them:
· Today, candidates are looking for an overall positive experience when it comes to choosing new jobs. Paychecks are not the only critical factor any more. Candidates look for stability more than anything else now and the application and interviews process itself indicates whether they would like to join the new organization or not.
· Earlier the recruitment process was a long and tedious one and most of the time transparency and clear communication was missing. With technology now in use when it comes to recruiting the best talents, automation has helped to screen candidates based on specific parameters, and requirements. Not only that, new age technology helps in avoiding biases, and also helps save time by interacting with candidates via video conferencing. This helps the recruiters to effectively weed out candidates that do not align with the company’s objective.
· Candidates also nowadays look for a simpler and faster application process. They use AI technology to create personal job recommendations and automated communications with recruiters that help them to reduce the job search time. The mobile application process in the job search has changed the way candidates apply for jobs now. Career sites and applications that are mobile device optimized have made connecting with recruiters instantly.
· Demand for essential skills is just not restricted to the domain experience. Many manpower outsourcing firms now look for people with different skill sets and abilities such as critical thinking, decision making, problem-solving, leadership qualities, good communication, and teamwork apart from the hard skill required. This trend is an outcome of new technology that now requires manpower who are critical thinkers and who can adapt themselves to any kind of change quickly.
· Recruitment is no more a one-way process, heavily loaded in favour of the recruiting companies. The best talents also consider the reputation of the company as an employer important before considering a switch. For instance, the employer's reputation includes brand value, work culture as an important prerequisite. Communicating the company’s brand and culture effectively is important as competition for recruiting top candidates is fierce today.
· The use of predictive analytics is a key tool for recruiting decisions. Data is critical to sourcing, screening, assessing candidates for best results. Clean and accurate data analysis help guide in the recruiting strategies. The final decision for recruitment is helped by the AI which uses previous data to make a predictive analysis of the candidate. IT Recruitment firms in Malaysia are known to use these tools that act as a differentiator from others when it comes to recruiting.
Beyond 2020 and also in the near future, employers will be adapting cutting edge technology to position themselves as the preferred employer for human resources.
