On the Lookout: Recruitment Trends for 2021 and Beyond

Technology and the competition for talent are changing the recruiting landscape significantly. Artificial intelligence and data analytics are giving recruiters powerful tools to locate, evaluate and communicate with job candidates. These digital tools are also helping recruiters find passive job candidates as the recruiters become more aggressive in their search for talent. Here are some of the trends gaining momentum in recruiting and likely to become even more widespread in the future.

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  1. Employer Branding

The competition for top talent is keen, and a company’s reputation and popularity have become increasingly important in attracting the best people. A brand name that stands out can make a real difference in recruiting, and that is why companies are focusing on branding.

Studies have shown that employers with strong brands get 50 percent more qualified applicants. More than 75 percent of job seekers check out the employer brand before they apply to a company.

  1. Automation

More companies are automating the recruiting process, a trend that will continue for the foreseeable future. The technology used for recruiting is becoming more sophisticated. Eighty-eight percent of all companies worldwide already are using automation/AI technology in their HR and recruiting efforts.

  1. Data analytics

Because of the large amount of data now available through applicant tracking systems and recruitment marketing websites, companies are able to analyze the data to help them make hiring decisions. They are using the data to determine what recruitment strategies are working and which are not.

Using data analytics improves hiring in a number of different areas, including the quality of the hire, and the cost and time to hire.

  1. Soft skills

Companies report that they are struggling to find workers with the needed skills. The shortage is especially acute with soft skills. Recruiting trends will focus on finding candidates who have demonstrated soft skills. According to some sources, two-thirds of all new jobs will depend heavily on soft skills, and the demand for such skills is expected to increase further into the future. These skills include such abilities such as collaboration, critical thinking, problem solving, and communication.

  1. Talent pools

Recruiters will be creating and using talent pools to a much greater extent in the future. They will be building their talent pools using both internal and external talent. Using current employees to fill open positions is a good way to retain employees and ensure a good fit for open positions.

  1. Artificial Intelligence (AI)

AI is helping recruiters handle some of the more routine tasks associated with the job, giving them more time to interact with candidates. It is also helping to improve the candidate experience. AI is expected to play a greater role in future recruiting.

Screening candidates is another task that AI is very effective at doing because it is much better than humans at minimizing bias in the process.

  1. Social media

This is a trend that has been gaining in popularity and is likely to become more so in the future. It has become so popular because recruiting on various social media sites really works. At least 84 percent of all companies recruit on social media (reported in 2017 so that percentage undoubtedly has increased since then).

  1. Candidate Relationship Management (CRM) tools

Companies are increasingly using CRM tools in their recruiting activities. CRM tools are software that is specifically designed to enable companies to manage and look after their job candidates. This is more important than ever because of the war for top talent.

CRM software enables companies to provide ongoing automated communication with candidates to keep them informed and to hold their interest during the hiring process.

These software tools also provide searchable databases to help build up a talent pool. They enable companies to screen applicants for desired qualifications, schedule interviews and conduct background checks.

2021: the year things more than likely improve in so many ways

Next year undoubtedly will only accelerate recruiting trends that started a few years ago. What’s more as Americans receive a coronavirus vaccine and the economy improves, we also expect it to once again become much more of a candidate-market, making it ever harder to find and hire top talent.

We look forward to these challenges as we work with our client partners helping them source, vet and place skilled workers for jobs of all types. We look forward to hearing from our clients whenever they have a staffing or recruiting need.

May 2021 be a wonderful year on so many levels for all of us!!

Helping Employees Embrace Negative Feedback

None of us succeeds in our careers without receiving negative feedback at least once.

Many of us understandably melt into a puddle of despair and never recover believing that if feedback is true (and when done correctly, it is) then we are losers of the first order and so…what’s the point? And we then settle for a career of mediocrity, never reaching our full potential.

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Since constructive criticism is essential to employee growth and improved performance, we’ve put together a short list of things you can do to help your employees embrace – or at least welcome – negative feedback.

  • Feedback is a tool, not a weapon.

Remember that your purpose is not to shame an employee but to help them improve. When done well, employees receiving less-than-gushing feedback will understand that you’re not trying to hurt them, but trying to help them improve. Truly caring about your subordinates comes across when feedback is given in the spirit of “you’re pretty good; here’s how to get even better.”

(Note: if you learn that someone is using feedback in a vindictive manner to colleagues and/or subordinates, it’s time to have a sit-down to discuss and reiterate that such behavior is not acceptable. Yes, the irony here is not lost on us: there’s the chance you’d be providing strongly worded negative feedback to a negative feedback bully.)

  • The “feedback sandwich.” Is it time to retire it?

Some people think the old “sandwich” technique of delivering feedback with a “compliment/critique/compliment” process can give a worker a “false sense of how they’re doing” (hearing two positives to just one negative can appear to mean that they’re doing well).

  • Try the “critique and solution” method instead.

For example, say someone regularly provides reports past deadline. Tell the employee why this is a problem: “Joshua needs to edit and proof the report and Tenisha then needs to lay it out graphically and if it’s late, you put them both behind in their schedule.”

Then together come up with a solution.  Ask the worker to think about why they’re regularly late with the report and then the two of you can figure out how the report can be done on time.

Understand that you may have to do something yourself to help the employee fix the problem. Perhaps the employee feels the deadline is too rushed and so you then offer to provide a longer lead-time/extended deadline.

  • Follow up is key.

And by follow up we don’t mean micromanage. Check in with worker regularly (let them know you will do so) and offer feedback. Once you feel the employee has improved as much as possible and/or you think is necessary, back off.

  • Failing to provide feedback means you’re failing your employee.

Many managers have a hard time offering criticism to subordinates, but you’re doing no one any favors if you don’t:

  • You’re allowing an employee to continue a sub-par performance, possibly hurting productivity and/or profits.
  • You’re showing other employees that a sub-par performance is okay.
  • You’re not helping your subordinate grow and reach their full potential.

None of us improves without making mistakes and then having someone see that we’ve made a them, professionally pointing it out then offering direction and suggestions for improvement.

Criticism therefore is important for all of us: it helps us improve and better ourselves. Failing to provide negative feedback/critiquing employees when warranted means they will continue performing poorly. And, because it’s part of a manager’s job to help employees improve, by letting a poor status quo continue, you’re letting your subordinates down.

While we encourage you to work with employees to help them improve, if one or more can’t – or won’t – accept your feedback and strive to improve and you decide to terminate, Helpmates can provide you with top-notch workers for your temporary, temp-to-hire or direct-hire needs. We hope you contact the branch nearest you to learn more.

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