Diversity and Inclusion – Qualigence states that 78% of talent leaders rate diversity and inclusion as a top trend. Watch for improved and increased diversity initiatives that focus on gender, race/ethnicity, age/generation, education, disability, and religion. Savvy companies are recognizing that diversity extends beyond gender and race/ethnicity. Cultural diversity takes a broader and more holistic approach that can also include skills, professional experience, language, and more. Diversity can improve retention and also open a wider talent pool – two things that are important to virtually ALL employers in this talent-scarce market.
Interview Changes – Chances are good you’ve been a part of some bad interviews, whether as a candidate, hiring authority, or recruiter. This can be due to a variety of factors from poor interviewing skills on all sides to bad questions. While behavioral interviewing has improved the quality of information obtained from a candidate, it doesn’t eliminate bias. It also doesn’t help assess soft skills, which are increasingly important. Look for new developments in the use of AI to schedule interviews, online assessments to measure soft skills, increased use of video technology, and job auditions where an employer pays a candidate to work on-site for a day.
The Gig Economy – With some estimates that there will be close to 8 million gig workers by 2020, this trend is poised to have a huge impact on employment. Not only has the digital economy revolutionized remote work, there are increasing financial pressures on employers. Some employers are finding it possible to save significant money on employee benefits by hiring independent contractors or other “non-employee” individuals. There may also be an increase in the use and number of gig-style platforms or job boards such as Fiverr or Upwork.
Artificial Intelligence – Anyone else tired of hearing about AI? There are certainly times when AI could benefit recruitment (or already is) – especially in terms of sourcing candidates or scheduling interviews. Tedious, mundane tasks that do not require human emotions or interpersonal skills are the most likely to be impacted by artificial intelligence. Recruitment skills such as evaluating soft skills, discerning a candidate’s fit or potential beyond keywords in a resume, selling a relocation, or persuading the candidate to accept a job offer still require skilled people.
Generation Z – This generation of workers is larger than any other previous generation, with more digital skills. In America, it is also the most racially diverse generation – nearly half are non-Caucasian. They bring a different set of challenges, skills, desires, and mindsets to the workforce. Mentorship, social impact programs, growth potential, and an empowering work culture are more highly valued than compensation.
What strategies are you using with these recruiting trends? Are there other trends emerging that haven’t been included here?