This is what recruitment will loook like in 2018
1. Candidates are clients too According to a recent survey, nearly two thirds of jobseekers have had a poor candidate experience. And chances are the companies in question have lost more than just them: 72% of the unhappy applicants were...
Five recruitment trends that are here to stay.
1. Candidates are clients too
According to a recent survey, nearly two thirds of jobseekers have had a poor candidate experience. And chances are the companies in question have lost more than just them: 72% of the unhappy applicants were quick to share their unflattering opinions on Glassdoor, social media and directly with friends. If added all together, companies are missing out on a huge talent pool. And that’s something they definitely can’t afford, especially not in the tech sector. “It used to be the applicant who was nervous about getting an interview. Nowadays the recruiter’s also worried, because the candidate might not be available anymore,” says József Boda, Codecool’s co-founder and CEO. No wonder that Virgin Media decided to completely revamp their recruitment process and now, instead of costing them customers, the over 100.000 rejected candidates bring in an extra $7 million in revenue. But no need to think this big: 60% of the applicants surveyed say that better employer communication during the selection process would already make a world of difference.
2. Go social
But besides the customer relationship manager, you might also want to reserve a chair for the social media manager at your next HR meeting. Why? Because “social recruiting” will keep coming up in the discussion. No surprise there: the majority of today’s jobseekers wouldn’t even buy an electric toothbrush without reading online reviews first, and the same goes for potential employers. You have a brand video with feel-good music and smiley colleagues working on their beanbag? Great! But if it has nothing to do with reality, it won’t be long until the truth is out. The average applicant reads at least 7 reviews and nearly 60% of candidates check out a company’s social media pages before accepting a job offer. And let’s not forget: about 75% of potential applicants aren’t actively looking for a job but they’re probably following you on Facebook, LinkedIn or Instagram. And for them, every single post is part of the pre-screening process.
3. Oil the recruitment machine
Candidates can expect to be contacted by Mya and the like. Who the heck is Mya? Siri’s HR colleague. She goes through applicants’ CVs for us, schedules interviews, sends calendar invites including a map, and even has some tips to offer on what to wear for the big day. And apparently, she even has a sense of humour. That’s right, recruitment will be humanised by robots. The majority of applicants are no stranger to HR bots though, and we’d better get used to them anyway: according to Gartner, by 2020, the average person will have more conversations with bots than with their own spouse. But robots can do so much more than chat with us and do admin work. Glider’s AI-powered solution, for example, easily assesses applicants’ skill sets, ClearFit finds and ranks candidates, while Filtered tests junior developers through auto-generated coding challenges.
4. Hard work on soft skills
Looks like that in the age of robots, what really matters is not how good you are with AI but how good you are with people. In 2018, IT is no longer just a department but more like the engine of the entire company. Meaning that coding skills are worth much less if they aren’t paired with good communication and presentation skills. And PwC’s CEO survey reports year by year how much the skills gap worries leaders, regardless of company size or industry. As much as everybody has been preoccupied with the lack of soft skills, not much has been said about how to assess these skills. Thanks to VR and AR solutions, however, gone are the days. Jaguar has joined forces with the Gorillaz to test applicants problem-solving skills through an app, while Marriott has launched a Facebook game where candidates can put their stress management skills to the test in a Marriott kitchen. But there are some who really want the real picture: the CEO of Charles Schwab meets candidates for breakfast and observes how they react when the waiter messes up their order.
5. Start from scratch
Indeed’s latest survey shows that there’s a hiring frenzy in nearly every industry. But when it comes to the ‘how’ of finding the right talent, there seems to be a lot of uncertainty: almost half the employers doubt that they will manage to fill every position with a suitable candidate. This is especially true for entry-level vacancies. But more often than not the problem is the way they’re looking for newbies. It might be time to bid farewell to ads like “entry-level position with 2 years of experience required” and start from the very bottom. “Of course, everybody dreams about hiring experienced programmers but the talent gap won’t just go away all of a sudden. What today’s companies might want to focus more on is integrating as many junior colleagues as possible. And if needed, vamp up interviewing and onboarding processes too. As for us, our task is to provide them with a supply of outstanding junior candidates,” sums up Codecool’s expert.