Recruitment, like most other areas of running a business, is going through a period of rapid change. Driven both by technological innovation and an increasingly destabilised job market more generally, recruiters are having to respond to these challenges with creativity.
Part of that means examining predictions on how the industry is set to proceed, which is where this article comes in. From AI to skills-first approaches, these are a few recruitment trends to keep in mind over the months and years to come.
Leveraging AI
In recruitment, there are a number of relatively monotonous tasks that take up a lot of time. From creating final candidate summaries to compiling routine research, these tasks distract from the more important, interpersonal responsibilities of recruitment professionals.
By leveraging AI, a lot of businesses are able to massively streamline these processes, saving time to spend on more important tasks. It’s worth looking for these kinds of solutions sooner rather than later, if you want to maintain a competitive edge.
Risk management
In the current economic climate, risk management is becoming more and more important. In the context of recruitment, this means taking active measures to ensure you bring the right people into your organisation.
There are two sides to this: ensuring that the people you hire are competent, and ensuring that they don’t mean to actively harm your organisation. Carrying out in-depth interviews helps to ensure the former, while using services like Personnel Checks helps to ensure the latter.
Organisational stability
With working practices becoming increasingly destabilised, a lot of businesses are struggling to attract talent that’s willing to stay and add to the value of the organisation in question.
While this is partly the responsibility of management to create a certain company culture more generally, it also falls on recruiters to make sure that they bring in the right people.
It’s difficult to find candidates who are willing to commit to a future at a business, and again, it requires a nuanced, interpersonal approach during each of the interview stages.
Skills first approaches
For quite a long time, a big emphasis has been placed on degrees and titles during recruitment processes. While this worked reasonably well, in a context where more and more people have these titles but fewer are actually competent workers, it’s time for a bit of a rethink.
Recruiters will have to make sure that they consider applicants with a more holistic vision, looking at how their various skills increase (or decrease) their potential competence for a given role. This is a far more nuanced process than looking at a number on a piece of paper, but far more effective in the long run.
It’s impossible to predict the future exactly, but all of the trends outlined above are already in play. By keeping an open mind and remaining adaptable in your approach, you can ensure that your recruitment drives remain effective over the coming years. Keep on researching new solutions, and don’t let yourself fall behind.
