Three Trends Impacting Recruiting Teams
Below are three trends that are changing the way recruiting teams find, qualify, and engage candidates. Advancements in technology and non-traditional approaches to hiring are requiring employers and recruiters to shift their approach to recruiting.
Companies are beginning to examine workplace diversity and put more effort into hiring diverse candidates. Diversity initiatives basically create a work environment that respects and values employees of all backgrounds and descriptions. Studies have found when a team includes people of different genders, ethnicities, cultural backgrounds, sexual orientations, etc., it produces more creative, innovative and effective results. The technology industry has been slow to engage in diversity hiring, but recently publicized discrimination lawsuits are now paving a path for change. Human Resource experts suggest companies take the following steps to address workplace diversity:
- Develop a corporate diversity hiring plan
- Provide a workforce diversity training program
- Include diversity in marketing and brand awareness initiatives
- Remove bias wording from job descriptions and performance reviews
- Monitor changes to State and Federal Laws related to hiring practices and employee discrimination and incorporate the changes into your HR policies
Data-Driven Decision Making
Predictive analysis and big data tools are changing the way companies recruit talent. Predictive analysis can identify the best applicants for your organization, determine the best locations to direct recruiting campaigns for candidates with specialty skills and optimize responses to job postings. These tools can automate the resume screening process and significantly reduce the number of unqualified candidates. Organizations using these tools report:
- Improved ability to search and optimize existing big data and proprietary databases
- Efficiently provides a broader range of candidates that recruiters would not find with traditional search methods
- Less likely to lose best talent to competitors
- Leveraged efficiency, improved workflow process and reduction in recruiting costs
- Matching talent to the job requirement reduces employee turn-over
- Better tracking and analysis of recruiting metrics
Researchers estimate that by 2020, up to 40 percent of the American workforce will be made up of temporary workers, project based workers and independent consultants. This increase is based on the employers need to fill short-term project based work and the employee’s requirement for flexibility and diversity. Gig workers are not working part-time because they can’t find full-time employment. They may have family obligations, personal situations, childcare concerns, other jobs, limits on Social Security earnings or working to supplement retirement that don’t permit them to work a traditional 9-5 job.
When recruiting for flexible roles it is important to discuss and understand the candidate’s individual situation and work parameters. Candidates will be attracted to companies who promote flexible work schedules and have alternative benefit offerings. One of the biggest benefits sought by gig workers is insurance coverage. Current insurance laws prevent including non-employee workers on company insurance plans. At both the State and Federal levels there are discussions related to creating portable benefit offerings to gig workers.
Contributed by: Amy Noel