4 Global Trends Re-defining Recruitment Landscape 2018: A LinkedIn Report

Talent not only define your people but further develops and drive employer brand, culture, talent acquisition and management and beyond that, strategic business objectives.

So, in order to expand the talent acquisition strategy, leading organizations are empowering their hiring candidates and workforce.

Like every year, Linkedin released its 2018 Global Recruiting Trends Reports, revealing four big hiring trends which will make hiring more strategic. This will allow hiring managers and talent professionals to focus on discovering the most potential talent for their organizations.

The LinkedIn annual report was surveyed over 8,800 recruiters and hiring managers from 39 countries to better understand the trends and help recruitment teams prepare for 2018.

So, finally, the trends they zeroed in are: diversity, new interview technology tools, data and artificial intelligence.

Here are how these trends rank in order of importance, according to the survey:

 

Top trends shaping the future of Recruiting: LinkedIn Report 2018
Top trends shaping the future of Recruiting: LinkedIn Report 2018

 

1) Diversity in hiring:

Diversity came in as the top trend, with 78% of talent professionals, globally, finding that diversity impacts how they hire. The top reasons why companies focus on diversity are

  • 78% to improve culture
  • 62% to improve company performance and
  • 49% to better represent customers.

According to most of the hiring professionals, one of the biggest challenges is retaining those diverse hiring, once they are hired.

Biggest barriers to Improving Diversity: LinkedIn Report 2018
Biggest barriers to Improving Diversity: LinkedIn Report 2018

2) Re-inventing interview technologies:

Many companies have re-invented their interviewing technology, since the traditional way of interviewing has been proven as an ineffective way to read the candidate’s mind. 56% of hiring managers and talent professionals says that new interview tools are the top trend impacting their hiring process.

According to the survey, the main problem of traditional interviews are:  

  • 63% – the limited ability to identify candidates’ soft skills and
  • 57% –  the critical issues they can demonstrate within the workplace.

    Useful Interviewing Innovations: LinkedIn Report 2018
    Useful Interviewing Innovations: LinkedIn Report 2018

3) Data in talent acquisition:

Data analysis will be the core of most of the organization’s process and systems. Different analytical tools will assist organizations to make data-driven decisions and improve the talent acquisition.

69% of talent professionals think that data could elevate their positions. The top ways companies noted they are using data are:

Top Uses Of Data In Talent Acquisition: LinkedIn Report 2018
Top Uses Of Data In Talent Acquisition: LinkedIn Report 2018

4) Rise of Artificial Intelligence (AI):

AI has already taken a strong foothold in the recruiting industry. It has become a definite requisite which has strived the hiring process for a complete digital change.

According to 35% of talent professionals and hiring managers, AI tops as the most impactful trend in 2018.

It is certainly the game changer, helping the recruiters to automate the sourcing, screening and nurturing candidates.

Where AI is helpful : LinkedIn Report 2018
Where AI is helpful: LinkedIn Report 2018

 

Are you ready to implement these recruiting trends in your talent hunting process or will you be left behind?

Leave your comments and to know more about recruitment trends follow HirePro Consulting.

References:

https://news.linkedin.com/2018/1/global-recruiting-trends-2018

https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring

Data and Image Source: 

https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring 

 

 

 

Are we ready for women workforce in the true sense?

PINK - Questioning Women workforce & Safety
PINK – Questioning Women workforce & Safety

Cinema indeed reflects society and vice versa. This just got reiterated in the form of a strong narrative in the movie PINK. The movie happens to be loosely based on the strife and struggle of working women in a metro city of the country. Incidentally, out of the group of three very good friends, one gets involved in a legal battle and the story sheds light on their personal turmoil. While the plot revolves around the key issue of women’s right and safety, it touches upon some other important, yet, marginalized topics. The purpose of this article is to highlight a few of those and juxtapose the same in workplace related scenarios.

Working women: In the eye of the storm

As stated above, one of the aspects that is eerily evident in the movie is how these working girls are always in the eyes of their neighbours. From a stranger to the landlord, each one has a questioning eye while these women are stealthily followed through their daily activities. It goes on to the extent of branding these women based on certain perceived notions. Speaking strictly in a workplace scenario, much of the doubt and speculation around a person is already validated, thanks to background verification. However, the same does not stand testimony when an employee falls into an unwanted/fabricated problem, like the character in the movie who is asked to resign from her job though she has had a fair record. Cementing this thought is the fact, that a background verification is done to fulfill or satisfy certain conditions and also, only considers the timeline till the point an employee (man/woman) joins the organization. Since, there is always the scope of a person (and in this context, a woman) committing mistake or a heinous crime, one would expect that a background verified employee would stand a fair chance of not losing her employment till the time she is convicted. But that is not the case and there are enough cases (known to public eye) to prove that women, especially do not get that privilege.

Ensuring safety of women workforce

Safety of a woman employee (another very important issue from the movie) must also be one of the priorities of an employer. It is, in fact, understandably legally vocalised and drafted as documents, however, in reality one sees little to none of this being practised. In working communities, a woman’s safety is generally taken care of (other than their own predicament) by friends or colleagues. Organizations in general, take partial responsibility of women workforce safety and with limitations like – while the subject is within the confines of their premises; other than that there is no one accountable. Having highlighted that, a woman’s safety in a workplace must and should not be restricted to physical hazards of work but rather extend to subversive remarks or threats, sexual harassment, psychological pressures to name a few.

In the movie, there are instances where these legally embroiled women have to reiterate, time and again, that since they are working, hence so and so. This restates that women who choose to work, make a hard choice. It only becomes ‘harder’ because of the lack of gender sensitization. The fact that equal opportunity started to mean ‘women stepping out of their homely comfort and taking everyday challenges’ does not settle well with society, in general and certain factions, in particular. Thus, it is not surprising that in some companies, women are hired only to reflect ‘diversity’ (this is not a comment on their ability); where the premise itself is a denial of their basic rights. Women do not dream of seeking professional favours; they look for equal opportunities, status, promotions and acknowledgements, instead.

The Way Out

Having said that, there are few laws to safeguard women workforce against all the stated adversaries. However, they seem to blur over time or institutions tend to ignore. Also, there are enough instances where women are not fully aware of their rights to safety as well and somehow, establishments fail to deem it important to make them aware of the same. In this case, ignorance cannot be a termed a bliss for these women but on the other hand, failure to impart enough awareness should be debated as well. While the dialogues to have stricter and better laws is still on, there is hope that women at workplaces and beyond will see days when ‘being safe’ will become a way of life.