Shaping The Future Of Recruitment Trends

Shaping the future of recruitment trends
Future of Recruitment Trends

2018 looks to be the promising year for revolutionizing recruitment. 

So what’s new this season?

Planning to stay ahead of the competition?

In order to stay eminent, you need to evaluate where you stand right now compared to your talent acquisition competitors. Look out for the most innovative strategies to satisfy the new talent acquisition goals every year.

So let’s find out how in the coming future we can drive the existing recruitment trends to a new dimension.

AI Powered Search:

Why would you need a job board, if your machine can search candidate automatically? Thanks to the emerging AI technology it has become possible now. AI has become quickly a very powerful tool in candidate search procedure. If you give the machine an indication of the type of candidates you are looking for, it will start a broad search, and deliver a long list of potential candidates quickly.

Around 15% of HR leaders from 40 countries report AI and automation have already made a great impact on their workplace plans. Moreover, 40% say they expect artificial intelligence to affect the plans they have for the next 2 to 5 years.

So, AI is the next robust technology that will be widely used in the recruitment industry.

Workplace Diversity:

The term workplace diversity is defined as accepting and valuing the differences that exist between people of different gender, age, background, religion or ethnicity.

In recent years, companies have recognized both social and financial benefits of hiring a diverse workforce. Almost 60% of recruiters said that they design their hiring strategies to attract diverse candidates. Moreover, not only is this trend becoming increasingly popular across all industries, it’s also listed as mandatory.

In 2017 we have witnessed a huge shift in the mentality where recruitment strategies are designed to reduce unconscious bias.

And it will continue further!

Candidate Nurturing:

Millennials and Gen Z expect seamless candidate experience, much like the one they are offered when shopping online.

So to get the potential talent’s attention, recruitment professionals should always offer a smooth candidate experience during the entire hiring process. Automate the application process so that it takes much lesser time and all the details can be filled easily.

Yes, use all the automated tools and processes you can to be more efficient, but use your efficiency to provide a human touch, being more personal in your communications and more empathic in your interaction with candidates.

Nurture them until the time of onboarding so that the whole recruitment process gives a positive impact on the candidate.

Social Media Hiring:

With millennials being the major workforce nowadays, social media recruiting has become even more important. It looks at trends in the recent years.

Nurture your employer’s presence across all social media platform and measure the hiring statistics. According to a study, it is found that,

Over one-third of organizations have taken steps to leverage mobile recruiting. 84% of companies are currently using social media as one of the effective hiring steps and 9% are planning to implement in near future.

Chatbots:

Chatbots are in increasingly used in recruitment, to have conversations with candidates. They can save recruiters a lot of time, by responding the primary questions of candidates. They help them to make the first selection.

The chatbots can talk with applicants on the website of organizations, but also through the assorted social media platforms (Facebook chat, WhatsApp etc).

High volume recruiting require communicating with thousands of candidates, in addition to a recruiter’s normal screening functions and other duties.

A chatbot can help recruiters save a lot of time.

Chatbots are also gaining popularity for improving the candidate experience.

Finally

These are 5 key recruitment trends that are expected to cause a massive shift in the way talent acquisition is looked at in the near future.

If you think we’ve missed out on any other trending development in the recruitment industry, your views and comments are welcome!

To know more about Recruitment solutions click here.

Unveiling the Secret of a Hiring Manager’s Work-Life Balance

Can hiring managers do the work-life balance well?
Is a hiring manager a Superhero?

Hiring Manager’s Work-Life Balance: Debunking the Superhero Myth

Yesterday’s work life balance theories are not keeping pace with the velocity of today’s disruptive marketplace. Earlier, most of the Chief Human Resources Officers in larger workforce, spent decades trying to identify the mythical “superhero hiring leader”. They would have liked to clone such a ‘superhero’, who happens to know the zen of balancing it all with his cape. But it turns out, there is no such thing. As of now, a hiring manager’s work-life balance seems like a distant dream. Millennial hiring managers are seeking new recruitment technologies for the age of agility. They would like to redesign the purpose of recruiting to drive organization’s success.

Today’s recruiting leaders face a virtually unprecedented variety of challenge. It ranges from harvesting the right talent, who will skyrocket the business in short span of time, to boosting the productivity of workforce. It also involves redefining the purpose of work for the intrapreneurial new hires, to creating the next wave of disruptive innovation in digital recruiting. Add to that, winning the war of talent deficit or working through the complexity of engaging with the new generation talent. But in the midst of it all, the most important being managing their work life balance like a pro.

Each of these unique challenges require hiring managers to rethink a new approach – Thrive to become the zen master of recruiting world.

Here are some secrets that may help hiring managers to solve the work-life balance puzzle.

1. Embrace the idea of talent diversity

Embrace talent diversity while hiring HR manager
Be open to diverse talent in your HR function

Instead of trying to clone an army of identical performing recruiters, embrace the idea of talent diversity in HR function. One of the things that makes the organization a great place for recruitment function is the idea of being ‘teamed up with different shaped cookie cutter. So, strive to create a pool of HR talent who have different skills, styles, and experiences. Then, work hard to assign your team to leadership positions that fit their unique capabilities, to solve the above mentioned challenges.

2. Be immune to instant obsolescence

Readiness to adapt can help a Hiring Manager with work life balance
Readiness to adapt can help with work life balance

Today, disruptive innovation is the rule of the recruiting game, not an exception. Virtually, any company could be weeks or months away from facing potential breakthroughs. At the same time, a new technology in the competitive market could make its entire business obsolete. Leadership styles in recruitment HR that worked well in the past, may not be good enough to cope with the dynamic environment of ‘now’. Hence, be immune to instant obsolescence, by adapting new technology to recruit better. Look for technology that can operate across different hiring environments. The kind which helps you focus on your work life balance and addresses the unexpected gap of a talent deficit.

3. Pursue multiple vision in leadership

Multiple vision in leadership can be valuable for work life balance
Multiple vision in leadership assures a sustainable growth both at work and in life

Hiring Managers, today, must create a leadership environment where recruiters can be ‘creatively abrasive’. By which meaning, standing up for what they believe in and create a purpose for their role. It would also mean to openly challenge each other when necessary, without pouting or shutting down, if they happen to lose to address the war of talent. Otherwise, pursuing a singular vision in leadership destroys the ability to attain sustainable growth in your career and family life.

4. Learn to Unplug

Hiring managers should sometimes unplug from work, to regain work-life balance
Sometimes unplug from work, to regain work-life balance

Some campus hiring managers find it difficult to cope up with increased responsibility of working out a candidate process. Sometimes, they miss the privileges that a 9-to-5 work hour can provide. Many campus hiring managers feel pressured, to be available anytime and anywhere. Therefore, hiring managers need to learn how to connect and disconnect, a new skill for mastering the work-life balance art.

5. Relinquish Control

Relinquish authority and focus on achieving personal goals
Move away from exercising control to rather negotiable efforts

Informal strategies are often more effective than micromanaging day-to-day work. Therefore, set clear expectations about what work must be done and by when. Also, allow your team to negotiate on how they can most effectively meet the collective work goals, so that you have time to fulfill your personal needs.  

Tomorrow’s Leadership in HR: The Modern Yogi of Digital Recruitment

As a hiring manager, you might be visualizing tomorrow’s leadership as a ‘digital yogi’. This ‘digital yogi’ would be flexible in adapting to the rapid pace of change in recruiting technology. Let’s glance through the Infographic: The Modern Yogi of Digital Recruitment,  who will redefine the 360-degree recruitment of 2020.

InfographicThe Modern Yogi of Digital Recruitment from CareerNet Group

 

Employee Data Management and the Need of a Unified System

Employee Data Management and the need of a unified system
Employee Data Management and the need of a unified system

The year 2017 is already here and the world seems to be prepping up for big changes. The Human Resources in particular is wondering about how to manage data in its various forms, one of which includes Employee data. Believe it or not, with the kind of movement that happens every single day in organizations, employee data management is becoming a key discipline to follow.

This data in discussion here constitutes of a lot of information; personal, financial, transactional and professional in nature; all of which is required to be stored, maintained, tracked and evaluated. Hence, the need of agile employee data management systems.

The Times of Employee Data Management

Yes, from the times of managing employees, we have now embarked on the times of employee data management. The reasons are varied and all valid, as they are to be found stated below:

Flexibility: Keeping all employee data in a format where a single view enables easy access and flexibility at all times is needed. It has been found that 80 percent of the IT & HR professionals surveyed by Forrester claimed to have had all their employee records on ERP systems. However, the percentage of a single view system was less than 26 percent. This is a glaring issue. It thus emphasizes the need of a single view platform.

Information at Fingertips: The fact that data defines everything for and about an individual, both organizations and individuals are going to be extra sensitive about it. Hence, quick and easy retrieval of data is another driving factor that pushes the envelope for employee data management systems.

Employee Data Management Security: In this age of digital databases, information security becomes a core priority. Employee data management done through a licensed platform is the best way to ensure data security for all. Employers and employees will have the assurance that the tool takes care of the privacy details and any hacks into the system are fortified and closely monitored.

No Duplication: A unified employee data management platform ensures reduced duplication of efforts. It simply allows better allocation of resources, by taking care of the nuances required to carry out the necessary processes with respect to managing employee data.

Cost Reduction: With all the above taking place, companies would eventually save cost on resources. A single platform meant for employee data management will take care of all coordination between HR and various teams across organization.

Cost effective Employee Data Management System
Search is on for a cost effective Employee Data Management System

Better Reporting: Available data through employee data management systems will allow better analysis and further reporting of the same. Managing humongous amount of data on different and dissociated platforms can lead to erroneous results, however, unified platforms rule out such discrepancies.

Transparency: Process transparency is another advantage that follows with an employee data management system. Starting from employee information, PF records, salary slips, leaves and related information, all are accessible to both employees and HR, which makes it easier to update and dissipate information. Also, employee visibility into the system is a reassuring step.

What the Future of Employee Data Management be like?

The future of employee data management is quite aspiring. Developers who are currently engaged with such systems plan to revolutionize it for the better and more leaner outlook for the coming decade.

Also, the fact that these systems are purchased on an enterprise wide usage under yearly subscriptions, the platform providers take ownership of innovation and enhancing the experience through and on the platform for both professionals and employees alike.

Future of Employee data management system
Employee Data Management System of future will be smart and lean

In the future, we will see a greater acceptance of such platforms even for medium and small size enterprises. The most important reason being the increasing need of cost reduction and automation of processes. This will lead to swifter roll-out of newer versions and cutting edge enabling services on the platform.