2019 will bring a new set of recruiting trends that will impact everyone’s process. Being aware of the changes and challenges in the new year will help recruiters and hiring managers alike stay ahead of the game.
Automation/Augmentation: Recruitment automation tools are software that use new technology to automate the recruiting process. Automation will go far beyond a typical Applicant Tracking System or Recruiting Marketing Software that currently exists. The new trend is software that combines 2 tools into 1 functional platform- integrate both ATS and Recruitment Marketing solutions under one platform. These new all in one tools offer help in finding, attracting, engaging, nurturing and converting candidates into applicants. They also streamline, simplify and automate hiring process (scheduling and sourcing) making it faster and more efficient. Those organizations that have up till now been too slow to incorporate automation into their recruitment systems are in danger of losing the best candidates to their more forward-thinking competitors.
Additionally, more teams will augment in-house teams through contractors and Recruitment Process Outsourcing (RPO) as these industries continue to grow. The RPO model has continued to grow in popularity for companies looking for a short/long term, repeatable and scalable solutions to help them scale to meet hiring needs. The ability to have a team of experts own a recruiting project whether it be sourcing, phone screens or full life cycle recruiting can allow teams to focus on their core competencies and continue their rapid growth.
Analytics: Most recruiters are familiar with metrics which are measurements used to track hiring success and optimize the process of hiring candidates for an organization. When used correctly, these metrics help to evaluate the recruiting process and whether the company is hiring the right people. Expect to see more data-driven recruiting analytics in the new year. These new measuring tools will contain expressions used to demonstrate recruiting practices/methods where planning and decision making are based primarily on data acquired through HR technology such as Applicant Tracking Systems and Recruitment Marketing Platforms. Using data-driven metrics is a recruitment trend that can give you some great insights on which parts of your hiring strategy work well, and which ones have room for improvement. Paying attention to your HR analytics and using data-driven recruiting has proven to improve some of the most important hiring metrics such as time to hire, cost to hire and quality of hire
Diversity: 2019 should be all about increasing diversity which includes making changes to outdated hiring practices. Reconsider how you define diversity. Gender and racial and ethnic diversity may be visible, but ensuring other kinds of diversity such as educational background, geography, veterans, diversity of thought, economics, disability, sexual preference, gender expression/identity, and age. Employ a diverse set of interviewers. Women are much more likely to join a company when they can interact with women who are already there. In fact, experts say, one of the biggest deciding factors on whether or not a female candidate accepts a job is if there was a woman on the interview panel. Learn how to value the journey of the candidate experience and place yourself in their shoes. We often value recognizable indicators of past success, such as elite schools, or work experience in leading companies. We are less skilled at recognizing unfound talent (which I will continue emphasizing throughout 2019), or those whose journey is possibly longer and less traditional; in many cases, those candidates can demonstrate exemplary grit, resiliency and creative problem-solving.
Are you ready to embrace these new recruiting trends that will shape 2019? Agree or disagree? Please comment or share your insights below.
If you found this article to be valuable to you it would mean a lot to me if you could share it on Twitter or LinkedIn.
For more content follow me on
