If someone had told you this is the way 2020 would pan out, you wouldn’t have believed them. Dramatic changes in business operations due to the COVID-19 pandemic mean that organisations need to be prepared for further changes in 2021.
It has become apparent that organisations with the ability to adapt under pressure are the ones who are most equipped to survive in the long term. The most resilient organisations will win. Predicting the trends and changes that are approaching can help you anticipate the road ahead, that’s why we have outlined the Top 5 recruitment trends that we predict for 2021.
We hope that the knowledge of these trends make you feel a little more at ease as we approach the “new normal”. I know, we dislike saying that as much as you disliked reading it!
Why are recruiting trends important?
The workplace is rapidly evolving in part due to the circumstances COVID-19 has put us in. Being aware of predicted trends should be useful in shaping how you approach your recruitment strategy in 2021.
Top 5 Recruiting Trends You Need to Know for 2021
- AI and Predictive Analytics
Automated tools in the recruitment process are becoming increasingly popular. They have the ability to massively speed up the recruitment process and help to source and shortlist talent.
There are a number of HR software tools available now, so make sure you do the research and find one that is most suited to your company’s needs. Being tech-savvy and utilising the tools available to you should make life much easier for your recruitment team and put you ahead of your competitors.
Predictive hiring analytics can assist your team in identifying which stages of your recruitment process are working efficiently, and which are not. These analytics are really useful in consistently evaluating your recruitment process – never allowing it to become stale or dysfunctional. Recruiting analytics is a niche that few companies understand, you can take advantage of this and excel in your industry!
- Creating Talent Pools
Having your own tailored talent pool will help to make recruitment more cost-effective, be less time consuming and provide valuable contacts for future job openings.
When hiring, it is often easy to overlook the talent you already have in your organisation. External hiring is an easy habit to fall into, but you should start evaluating where you could make internal hires. Evaluate your employees, think about their transferable skills: could they be more valuable in a new position you need to fill?
- Remote Hiring
Everyone has different circumstances and opinions on how efficient remote working is. For some industries, it is virtually impossible to work remotely in order to function. But for others, 2020 has provided insight that working remotely doesn’t have a bad effect on the business – some employees may actually prefer it.
This means that for many, remote working is here to stay. Recruiters have had to adapt to the remote working world too. They have to use strategies designed for communicating and recruiting digitally. Applications, workshops, assessments and interviews have all had to be made accessible online for candidates to complete at home.
Once these digital changes are in place, they will be easy to recycle. Recruiters and candidates may find they prefer this style of virtual hiring as it is less time consuming and has no travel expenses.
- Upskilling your workforce
We see the skills gap emerging when employers don’t have the appropriate talent available for their needs. According to the World Economic Forum’s Future of Jobs report 2020, 50% of all employees will need reskilling by 2025 and 40% of current workers core skills are expected to change in the next 5 years.
With this in mind, you should invest in regular training sessions for your current employees. This will be valuable in the long-term. Try not to rush to make new hires but make upskilling your current employees your priority.
- Increased Focus on Diversity and Inclusive Hiring
This should be something that is always at the forefront of your recruitment process. Having a diverse team of employees with different backgrounds, heuristics, perspectives and life experiences will have a net positive effect on your company and employer brand.
You will have more engaged employees, a wider range of varied perspectives, and increased team creativity. You cannot have a diverse company without practising inclusive hiring – your recruiters must be aware of biases and work to remove them in the hiring process.
So, there you have it – our Top 5 Recruitment Trends for 2021. We hope these have been informative and helpful in shaping your recruitment plan for the coming year.
If 2020 has taught us anything, it’s that adaptability is key. Having a company that is set on valuable foundations is great – but you must be ready to adapt with an everchanging business climate.