The emerging trends in talent management.
While the global implications of the virus have had a profound impact on the economy and business, hiring remains a top priority for many organisations. Talent acquisition just looks a little different right now.
Many employers are experiencing new challenges, more employees are working remotely and being hired virtually for new positions without meeting recruiters or visiting the workplace. As tends to happen in challenging times, businesses adopt a more creative approach, exploring new and innovative methods of delivering talent acquisition.
Expanding the recruitment radius.
One of the most apparent changes in recruiting over the last year is the advancement of the talent pool. Many businesses are now in a position to hire people from anywhere in the world. This is predominantly down to the transformation of the workplace and the significant increase in the remote working environment. Businesses are exploring new recruitment channels and placing more emphasis on recruits being capable of working wherever they may be in the country. Flexible working has become more of a necessity, particularly with the pandemic complicating many things in our lives.
Some of the challenges facing us today are creating new opportunities for talent acquisition and options for the next generation of employees to have more flexibility in selecting where they work from. Now that more employees have had a taste of that flexibility, that number is predicted to grow.
This pattern of increased geographic flexibility has increased the potential talent pool for top leadership. Before the pandemic, very few leadership searches allowed new talent to be located outside the office region. Today, the pattern has transformed completely, with very few leadership searches requiring a specific location. Many industry experts believe that businesses that are capable of decentralising their office or integrating remote-working measures are in a more favourable position to capitalise on the short-term talent available from suitable candidates, irrespective of the location.
New and innovative ways to connect.
The changes over the last year have revealed new ways of connecting with potential new hires. Alternative and virtual career events are becoming more regular. Video interviewing platforms have enabled applicants to respond outside of core business hours and reduce the strain on HR and hiring teams. While virtual hiring isn't necessarily new, many businesses have integrated new systems during the pandemic to attract and select new talent.
New tools have enabled businesses to enable candidates to connect and network effectively with prospective employers. These tools can provide a clear and accurate impression of candidates to new businesses and streamline the entire interview process. The virtual aspect of interviewing has made the process more efficient and enabled more people to be part of the interview process. The addition of these new tools and services results in time and money saved. Employers can schedule more interviews, rather than arranging time-consuming office visits.
Safety is a priority of talent acquisition.
Today, all businesses need to consider safety as an element of their talent acquisition process. Organisations need to be more transparent with their candidate about flexibility with remote working and overall safety and well-being measures. Presenting to employees how your business is managing employee engagement and job satisfaction are important to attracting and retaining talent. Businesses recognise the importance applicants are placing on safety and as a result, are incorporating new safety-focused processes into their recruitment strategy. Those that are open to these new measures and communicating what their business is doing to keep employees safe are more likely to attract new talent.
The pandemic has encouraged HR professionals to swiftly respond to critical business priorities, manage changes in the workforce and utilise the latest technologies available on the market. With the new wave of the workforce, employers across the globe are seeking new technology solutions to manage, recruit and engage their employees.
Cultivating critical thinking and other key skills.
Things have moved on from focusing on education and job skills as the only main criteria for recruiting new employees. Recruiters are exploring a wider range of skills in the workforce.
Incorporating Artificial Intelligence and Machine Learning in talent acquisition
AI-based solutions, combined with the increase in cloud-computing can support HR professionals in the recruitment of new candidates and streamlining work processes. AI can assist HR in managing onboarding, employee training, reporting and other data processes.
Recruitment staff must acknowledge that the younger generations are favouring work-life balance, flexible working hours and opportunities to work remotely. Independent working is becoming more popular as people increasingly look to work on their terms and in their own time. Employees are favouring alternative hours to the standard 9-5 core working structure. Freelancers and consultant are preferring to remain independent and work solely to their own time and structure. Recruitment leaders must look for new techniques to ensure their working force remains efficient and agile with this emerging trend in the workplace.
A business will operate by its workforce and this is why recruitment professionals must search not only for the best talent but also establish a work environment that enables people to support a business. Enhancing your business reputation by improving the employee experience, providing regular learning and skills development opportunities will ensure your business remains attractive to new and emerging talent.