Top 7 Recruiting Trends for 2020

The value of recruitment as a business discipline cannot be underestimated as the people you hire have a direct effect on performance, productivity and customer experience. As your business evolves so must its recruitment practices.

With this in mind, we have put together 7 top recruitment trends for 2020:

  1. Prioritising candidate experience

In recruitment, it is often too easy to assume that the balance of power lies with the employer and that it’s up to the candidates to prove themselves worthy of working for you. Truly forward thinking companies understand the importance of enhancing their candidates’ experience and that the employer needs to sell itself to the candidate as much as the other way round. That means demonstrating why people should want to work there, creating a whole employment package that is about much more than remuneration and embodying a positive organisation culture throughout the recruitment process.

  1. Strategic recruitment

This is a discipline that is most close to our hearts at Integrated Recruitment Ltd because this is the area that we feel can make the biggest impact on an organisation’s performance. In a nutshell, strategic recruitment is all about taking a step back and thinking in a long term strategic way about recruitment. It incorporates succession planning so that there is a plan when a role becomes vacant; continuous reviewing of job descriptions so that they remain relevant (so many simply revert to the job description used last time the role was advertised or that it should be done exactly as the last person in the job did it); more visibility so that the company and its opportunities are accessible in the right areas; more emphasis on the experience of the candidates (see item 1); more collaborative working across the organisation (lots of departments recruiting separately without cohesion or the economies of scale that could be achieved); and better induction and onboarding to enable people to make an impact more quickly.

  1. More parity for ‘soft’ skills

Recruiters have always incorporated so-called soft skills into person specifications, however they have often been seen as secondary to demonstrable skills such as technical skills, sector qualifications etc. Increasingly, employers are recognising that skills such as communication, empathy, conflict resolution, reasoning, creativity and critical thinking are essential to performance and creating a positive organisational culture and therefore need to be considered on an equal footing with traditional demonstrable skills. It is estimated that demand for social and emotional skills will grow across all industries by 22% by 2030 with savvy businesses building this into their strategies now. Some are renaming them ‘essential skills’ or similar in their recruitment.

  1. Building retention into recruitment strategy

The purpose of recruitment is to attract the best people into your business but forward thinking businesses understand that one of the key objectives is to get those people to stay and that retention can be built into the recruitment process. This can include the following: ‘future proof’ job roles – think not just of the skills you need right now in the role but how that job might develop; understand a candidate’s long term expectations and how your organisation might fit in with their desired career progression; build in and communicate a development plan and demonstrate how they might grow in your business with the aim of retention in the organisation rather than just the specific role.

  1. Employer Brand

As touched upon in item 1, you are selling the company to them as an employer as much as your candidates are selling themselves to you. By demonstrating your value as an employer, you will attract a better standard of applicant. Remember that potential employees are just as valid a stakeholder as your clients and customers so consider working with your marketing department to create a positive image across your recruitment process. Candidates will use resources such as Glassdoor and social media, researching current or former employee testimonials, so make sure this is managed.

  1. Consider the recruitment ‘journey’

Look objectively at all the stages of your recruitment journey from a candidate perspective. Is it over complicated? Is it transparent? Is it fair? Are you keeping in touch at appropriate stages (even if they’re unsuccessful)? Are you using tools like technology to make it more inclusive? Reward the effort of your candidates by creating a positive journey. Showing them that you are a great employer is as much about what you do from the job ad onwards as what you say at interview.

  1. Create a talent pool

Recruitment will always be laborious, time consuming and expensive if you’re effectively starting over every time you need to make an appointment. By creating a warm talent pool of people with relevant skills and experience you have a ready-made field of candidates to start your new search, in addition to traditional methods. This may comprise people already employed in the organisation who could move over to new roles, previous applicants or even people you know of in your networks. Obviously there is a GDPR implication here in the way that data is managed so make sure you remain compliant.

Recruitment will always evolve as businesses do. By taking a strategic, joined up approach and building best practice into your processes, such as these 7 trends outlined here, you will find that recruitment becomes more effective, less expensive and meets the needs of the business better.

If you don’t have a recruitment specialist in-house these ideas can be daunting and that’s why we can help. We can help embed these skills into your company and help you take a more strategic approach to recruitment. Call us on 01924 683583 or send us a message.

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