Recruitment is a process that has changed drastically over the past couple of decades. We’ve gone from job listings printed and pinned to bulletin boards to specifically designed AI skimming through hundreds of resumes, a second searching for critical attributes by using recruitment trends on Lensa’s blog and other sources.
The search for qualified candidates is highly competitive and scrutinous, yet persists mercilessly. Not only are companies looking for qualified candidates but also candidates that suit their team. With turnover rates also being as high as they are, the idea of maintaining these candidates long-term isn’t what’s pushing recruiters to achieve highly.
With such drastic shifts in tides, we are now seeing new and innovative trends pop up for recruitment. The uncertainty of the past few years has greatly influenced the way we’re seeing these trends change regarding the flow of employees, the methods used to attract recruits, the methods used to retain them, and so on.
We will discuss not only the turnover rates we are seeing in the present day but also the recruitment trends.
Remote Work
Working remotely is a working method that is still booming in contrast to what most people may think. The idea of working inside an office and having to commute every day has become unfamiliar to most jobs where it can be afforded.
Remote work first became extremely popular out of economic necessity since the pandemic shut most physical workplaces down. It is still a new method for working at most companies, and employers have m ay doubts about it too.
The first question that arose with remote work is how productive employees will truly be. Working from comfier environments may decrease overall productivity in the minds of some. Still, in fact, it has been proven that employees who work in environments that please them improve their overall mental health and, thus, their output.
The cost-saving aspects of allowing remote work are also very beneficial for companies. Remote work being listed on job listings is a tactic that has proven extremely beneficial for recruiters to find success in gathering candidates. Sifting through them is up to the recruiters and the software from then on.
Employer Branding
With proper talent being hard to find but also candidates becoming pickier as standards continue to grow, employers are left with the task of also seeming likable to candidates, not just vice versa. Improving brand image is just as important as improving personal image.
Diversity and Inclusion
A workplace that prides itself on the equity they represent with its workforce is a company that will be guaranteed to be popular among recruits. Diversity has become increasingly important over the years thanks to shifts in societal and capitalistic views. Diversity and inclusion also allow recruiters to hire candidates with wider talent pools, improving their overall workforce.
Ensuring no bias in the hiring process is principal to having a successful recruitment process as well as a successful business. Starting from the screening to the interview, everything but be ensured against any bias whilst still prioritizing a varied workforce with universal inclusion and strong equity amongst workers. The overall satisfaction this brings also increases productivity.
Collaborative Hiring
Collaborative hiring means a recruiter and their whole team are involved in the hiring process by providing reviews and insight into the job candidates apply for. This improves retention thanks to the positive influence seeing your future coworkers has and can aid in the recruitment process by making the workplace seem more inviting.
This also aids in an increase in referrals thanks to the closer-knit connections this method evolves.
Data-Driven Recruiting
Human resource technology, such as recruitment marketing platforms and recruitment AI, all aid in a science-based, quantitative approach to the recruitment process. All the planning is left to a data-driven approach, whereas the decision-making is also mostly done by it too.
Gamification
Gamification is a trend that we’ve increasingly been seeing due to the online work environments that have been flourishing these past few years. Gamification is the process of adding game-mechanic effects to an online environment that isn’t a video game. This trend aids in engagement on the side of candidates and increases competition by a healthy amount.
Gamification not only increases engagement but also attracts Gen-Z into the work environment since the engagement level is higher, as well as the level of teamwork needed to properly be able to use these gamification tactics.
Attracting Gen-Z is important because they are the future of the workforce, and many individuals from this generation have already entered it from a young age. This generation needs extra motivation due to the overall pessimism that has been shown in them, thus why gamification is also a good tactic to fight against this.
Resilient Individual Targeting
What targeting resilient individuals mean is that the type of individuals that recruiters seem to be targeting need to be resilient to most life situations. The recent pandemic and global shutdown have shown us a separation between sturdy individuals who are career driven and capable versus those who faltered during stressful times.
Retirees Returning
One peculiar and worrying trend we have been seeing lately is retired individuals joining back into the workforce after a while. Statistically, we’ve been seeing an almost 3% increase in job seekers who have already retired. The largest pushing force behind these returns is the decreasing retirement funds for countless careers, causing strain on more mature workers.
The Fear of Being Ghosted
Ghosting is a popular term nowadays, especially among young individuals seeking partnership, et we find ourselves using the same term when talking about recruitment. Both recruiters, as well as candidates fear being ghosted,C which simply means never being replied to. Ghosting happens on both parts, from recruiters never even rejecting you to candidates never replying to an invite.
Payroll Flexibility
Om-demand payments have become increasingly sought after since the big shift in work habits. This flexibility includes weekly payments, cash payments, and so on, meaning employees have a larger variety of payment forms to choose from.
Gergo Vari is Founder of Lensa, a start-up that offers a technological solution to the crisis of the career marketplace. He has one mission: to revolutionize job search for companies and professionals. In 2001, Gergo funded and launched Profession.hu, Hungary’s leading recruitment platform. In just four years, the company reached an extraordinary market share of 75%. When SanomaMedia purchased the company in 2005, the transaction was the largest of its kind in Hungary up to that time. Gergo’s passion for startups led him to found and head e-Ventures, and later, in 2008, to the launch and sale of AffilateMedia, Network.hu, and Replise. These ventures opened his eyes to the need for recruiting and human resources technology that puts people first. At Lensa, everyone is working every day to share the transformative potential of this vision with the world.
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