It is a known fact that technology is one of the most important factors creating new trends in every field. Reducing the time and costs, increasing efficiency and bringing in synergies are some other factors influencing or creating these new trends. What does this mean when it comes to looking at recruitment trends in 2018? The underlying processes are going to be much more focused on finding the right candidates for the right employers at lower costs and efforts using factors like better shortlisting of candidates, more efficient ways of automatic profile matching, authentication of data, factoring in referrals from reliable platforms and so on.
Along with these, recruitment trends will also focus on making the whole experience easier for the on-boarding of candidates. This not only ensures that organizations get best of the talents actively searching for jobs but also passive candidates, those who are working with other organisations and not looking for an immediate shift. The trending recruitment processes can be expected to be more focused on employee requirements and thus benefiting the employers too who get happier, better suited employees with whom they can build agile, efficient, more successful organisations at lower costs.
Here are New Trends in Recruitment in 2018:
1. Hire more at lower costs:
With the hiring volumes rising, organisations are aiming to reduce the hiring costs per employee. Investing less on recruitment means they need better software services and minimal waste of time on the basic short listing of probable candidates. This can only be ensured by phasing out primitive techniques like “keyword searches” which result in a huge pile of unwanted data on both the employer and employee sides.
The closest and the best possible solution for this problem would be using AI and other tech platforms to screen the applicants for the value they would bring on to the organisations, thus reducing the man hours spent on shortlisting. Nobody should be surprised to see the new trends in recruitment for 2018 move in this direction. A third party vendor providing services addressing these problems seems to be the next big disruption in the HR market.
2. Skills Over Degrees:
More and more organisations have begun to realize that mere degrees do not define a valuable employee. Every job needs the employees to have different real world skills and capabilities to bring in higher efficiency. They need to be screened for performing better under pressure, being good team players, possessing leadership skills, having creativity and so on. Going by the traditional way this would mean a tedious manual process of interviewing, which would involve incurring a great cost in resources.
Third party applications/services which could do this for organisations at a low cost will be the torchbearers of this trend. Ensuring candidates with required skills along with educational qualifications would be passed on to right organisations and vice versa.
3. Employee Referrals:
An existing employee can be a strong brand ambassador for any organisation. An existing employee referring a candidate for a specific vacancy can work great for both. It also ensures that the referred candidate possesses the skills we discussed in the earlier point, as the referring employee would have gauged and vouched for it. It also makes other on-boarding processes like background verification easier.
Referrals may also be in the form of personal reviews posted by past employers on trending platforms like LinkedIn. They increase the reliability of the candidate, along with highlighting the skills possessed by him/her.
4. Keywords are Passe:
Matching candidate profiles to open vacancies using keywords end up being more of a bane than a boon. This process means loads of unwanted data, additional investment of time for finding the right profiles out of those filtered and sometimes missing out on the best alternatives for want of a specific keyword. These keywords are a primitive technique of digitizing the HR processes, and have long been outdated. There need to be platforms which match profiles to vacancies on the pre-requisites of value being added (both to the candidate and organisation), skills possessed and required and a basic personality screening of an individual. This would ensure that organisations are saved of wading through humongous amount of data to shortlist the final few candidates which could probably match the requirements.
To conclude the new trends in recruitment for 2018 would be directed towards higher value at lower cost. JobMosis as a platform, promises to provide all these trending solutions to both, the hiring organisations and candidates, by phasing out older recruitment techniques like CVs/Resumes, keywords, lengthy video conferences among others. It is an innovative way of using computing technology to better use the human effort in HR processes, thereby saving costs and promising to bring in higher value.