05 POPULAR RECRUITMENT TRENDS FOR THE NEXT 10 YEARS

The covid-19 pandemic has just temporarily stabilized, when the talent war becomes fierce, the world we live in operates in a volatile, uncertain, complex and ambiguous way, the Recruitment process and Recruitment has changed a lot. 

Various organizations are adopting unknown, but effective, recruitment models that meet their post-pandemic requirements. From there, we know some of the following strategies that will apply to 1 year and predict will be popular in the next 10 years:

1. Cooperation Strategy:

With the talent for the position is scarce, but creating value according to the project or task, this strategy is used quite a lot, to reduce the responsibility and burden for the organization, develop the team in the project, and short-term use of scarce talent in the market.

Cons: may be slightly higher fees than permanent hire.

2. Data-driven hiring decision making:

Top companies are approaching recruitment scientifically. Google has developed an algorithm to predict which candidate has the highest probability of success after the candidate is hired. Google’s research also identified by the recruitment algorithm those candidates who can create little added value after only 4 interviews, significantly shortening the recruitment time.

Also, still Google, the Janus project has developed an algorithm for each of the major workgroups to analyze rejected applications to identify any top candidates they may have missed. They found that this top group only had a 1.5% slip, and as a result, Google hired a handful of candidates after algorithmic re-review.

3. Attract talent with creativity in employee experience design:

Take a look at the phenomenal success that both Google and Apple have created as they transition to become “innovators” and talent magnets. Both have moved into dominant positions over the past decade.

There are many organizations that attribute their success to good workplaces, good equipment, and trying to be like that. It doesn’t take long, however, to realize that instead of investing in buildings or equipment, their ability to engage and manage creativity elevates their employee experience.

The game has changed, it is no longer the biggest or oldest companies that win, instead, the most innovative companies win the talent war.

4. Attract agility factors:

The post-pandemic scenario has forced organizations to find individuals who possess “Agility” instead of searching for “Master of One”. This approach changed the story of being excellent in someone’s own field without regard for other aspects of the job. That is, if the candidate says, it is not his specialty, then it is highly likely not suitable for the organization in this period. Employers will approach candidates based on an added ability to be responsive, flexible, and adaptable to achieve goals in any situation.

5. Upgrade the capacity of the involved team in the recruitment and talent acquisition:

As you probably already know, the top companies are pretty strict about recruiting people: Samsung has positions that require up to 8 rounds of interviews; Google recruits a position that sometimes takes up to 6 months and involves about 50 people to choose the right person.

Upgrading the team that’s directly looking for candidates, and getting hiring managers to engage with interview teams is one of the most important strategies among the keys to success in this talent war.

Google executives calculated the performance difference between an excellent technologist and an average person to be 300 times higher. Therefore, upgrading the team and creating a good experience will indeed increase the efficiency of recruitment and, by extension, increase the value of the organization greatly.