Recruiting Trends for 2020
Recruitment has come to the forefront of unemployment rates dipping to a 50-year low. Some popular recruiting trends include utilizing online job boards and employee referral programs. Looking at the job recruitment process to understand what employers value and look for in the hiring and recruiting process, can lend perspective of recruiting trends dictating placement success. Be a leader in human resources by understanding the processes and the importance of factors contributing to both candidates and your business success.
- One-on-one in-person interviews are the most preferred and practiced method in businesses today. Many employers wish to see the potential candidate face-to-face to gauge personality, appearance, and body language. In-person interviews allow both parties to assess conversational tones, facial expressions and gestures, as well as other cues that might pertain to cultural and personality fit.
- One-on-one interviews via phone are the second most preferred and practiced in businesses. Some hiring managers do not have time in their schedules to commit to conducting thorough interviews. The flexibility of phone interviews saves time, and for the candidate gas money to commute to an in-person interview. It can also provide a more relaxed environment for the interviewee.
- Group interviews aren’t in the norm but are still a relatively common practice. It allows multiple team members to interact and engage in decision-making of new hires. Allowing other perspectives can aid in garnering insight on things a hiring manager might not pick up. For example, perhaps the role requires an adaptive mindset as priorities constantly shift throughout the workday. A hiring manager might not realize how stressful that might be for someone who is used to a standard office job and not interacting with others (i.e., a call center versus a word processing center).
The Role of the Interviewer
- HR representatives, hiring manager(s), and/or department leader(s) may be present during interviews. Many HR representatives’ conduct phone screenings to ensure the candidate they originally vetted maintains the minimum requirements and rule out any red flags.
- Coworkers are usually involved in group interviews or later on in the individual interview process. Some companies prefer the more people in the interview, the better. Having various points of view can offer great insights on potential candidates, such as whether or not they would be a good cultural fit.
- Direct reports outside of hiring managers and/or department leaders may be included in the interview process, especially to ensure the candidate understands his/her responsibilities, will be a good addition to the company culture, and to answer any questions the candidate may have regarding their role.
- Cultural fit is the most highly ranked factor in determining a perfect candidate. Many companies use personality surveys, cultural assessments, and trial runs to evaluate a potential hire’s ability to assimilate to the current company culture. Since company culture is at the core of business success, it remains at the top of qualities hiring managers look for.
- Qualifications are the second most important factor in deciding a candidate. Qualifications refer to the education, certifications, and skillsets a candidate possesses. Work experience goes hand-in-hand with qualifications as it justifies your qualifications. For example, someone who has work experience as a social media manager would likely be attributed to their portfolio of social media content strategies and campaigns.
- Willingness to work might include a candidate’s ability to go the extra mile to learn something on their own or advocate for training on a system that aids their process. For example, someone who works in data entry might request training on Excel. Many startups or businesses that are quickly expanding might need someone who can wear multiple hats, which shows a need for a candidate’s ability to adapt. This is where diverse work experience and qualifications can come into play.
The role of recruiting will constantly be changing, but it is imperative for businesses to acclimate the best they can to incorporate appropriate changes to remain competitive in candidate pools. Here are some recruiting tips as trends for 2020 emerge.
- Generation Shift. Sixty-one billion people who fall into the Gen Z group are expected to enter the workforce in the coming years. With baby boomers looking to retire in nearing years, Gen Z candidates are expected to fill the voids. With that being said, between Gen Z and millennials, recruiters need to update their approach to seek top talent. Utilizing popular apps and professional network outlets like LinkedIn, online job boards like Glassdoor and Indeed, and other platforms might be better ways to seek out top talent in the coming generations.
- Remote Work Options. Over recent years, remote work and virtual offices have become overwhelmingly popular to the point of becoming the norm. With this being said, having a flexible work arrangement as part of your company’s office culture can give you an advantage over competitors who may not offer or have as attractive options available. With millennials and the Gen Z population relying more on technology for communication, it is important to incorporate adequate technology that can adapt with various communication. Digital communication and project management tools like Slack, Asana, Basecamp, Trello, and Microsoft Teams make collaboration and communication simpler for flexible work arrangements.
- Dynamic Roles. To avoid boredom and utilize the fullest potential of the younger generation workforce, incorporating progressive roles might work in your favor. Cross-training and/or creating dynamic role responsibilities can help with both a stronger and adaptable workforce. For example, a marketing and communications role might consist of press releases, social media, and graphic design responsibilities. This allows the employee in that role changing communications across various platforms and incorporating marketing skills that can be useful as the employee progresses in their career. For example, an employee working in human resources might find it more rewarding working in client relations. They can apply their skills learned in human resources to building their client relationships and resolve client-facing issues.
As your trusted partner in HR services, VensureHR can provide competitive, innovative strategies for recruiting trends. We value our role as an expert in the industry and would love to assist you with any job recruitment processes to simplify recruitment.