5 Trends Shaping the Future of Talent in 2019

Written by: Endouble Endouble
Blog

Read in: Nederlands

The rapid development of new tech and tools are changing industries at lightning speed–and the recruitment industry is no exception.

Today’s recruitment best practices can become old news in just a few months, meaning you need to stay on top of trends as they come or you may struggle to connect with top talent.

Let's look ahead at the changes that will influence talent acquisition in 2019.

We’ve rounded up the five biggest trends your organization should watch out for, and what you and your team can do to implement them in your recruitment and hiring process.

Download: 21 Recruitment Technology Resources to Follow

1. AI Will Influence Candidate Selection and Beyond

The average job opening attracts about 250 resumes, but only four to six are forwarded on to hiring managers.

Unsurprisingly, it can be extremely challenging to pick out the best candidates to interview.

Artificial intelligence tools have made the process significantly easier, providing smarter and better candidate recommendations.

AI tools have also helped alleviate some of the tedious day-to-day tasks that can eat away at your recruitment team’s time.

While AI isn’t particularly new to the recruitment industry, it is taking on a bigger role–shaping the future of talent in the following ways:


Smart Prospecting

AI tools, like Google’s Cloud Talent Solution, can help identify job seekers who fit your criteria and encourage them to apply for your open position.

These smart suggestions ensure you’re connecting with the best candidates available to you.


Intelligent Scoring

Identifying the best candidate for your position can be challenging when external biases come into play. An AI tool, like Harver, can use intelligent scoring to tell you who your best applicants are.

AI uses algorithms to present an accurate score of how well each candidate meets your criteria, showing you who best fits your needs – without worrying about bias and prejudice.


Automated Communication

Candidates expect consistent and timely updates on their application status. Using an AI chatbot, like Olivia from Paradox, can help you automate some of that communication.

Chatbots and other forms of automated communication can answer simple or frequently asked questions your candidates have, saving your team time while improving the candidate experience.

 

Using Artificial Intelligence – A Real Life Example

L’Oreal is just one example of a company who used AI to revolutionize their hiring process.

L’Oreal adopted AI and machine learning to reduce turnaround time for hiring, enhance candidate experience, and ultimately, hire the right candidate.

The company decided to use the AI chatbot, Mya, to connect with 13,000 candidates over seven months.

Mya worked like a human recruiter for the L’Oreal team, screening candidates to find who best fit the organization’s needs.

The L’Oreal team found that Mya took only 4-5 minutes to screen candidates–something the average recruiter took 45 minutes to complete. Overall, using Mya saved 40 minutes per CV and 45 total working days for the recruiter team.

 

How AI Will Affect Recruiters

While some recruiters may be tempted to use AI to automate the entire hiring process, there is only so much AI can do.

HR managers should maintain a hands-on approach to hiring, using artificial intelligence to supplement and streamline their workflows.

For example, L’Oreal didn’t use the Mya chatbot tool to run their entire hiring process. Instead, the implemented AI to save time sifting through thousands and thousands of applications.

Going forward in 2019 and the years ahead, it’s important for recruiters to find a healthy balance between using AI and human interaction.

 

2. Data Will Drive Hiring Processes and Decision Making

Bias has been king of HR.

Unfortunately, preconceived notions and personal preferences always seemed to find their way into recruitment, hiring, and human resources.

However, with data becoming more easily accessible, those biases are starting to disappear.

In the past, organizations needed to collect their data manually – an incredibly time-consuming and complicated process. It wasn’t easy to track information about candidates and hires.

Today, data is readily accessible.

A data-driven recruitment process allows recruiters to make strategic hiring decisions based on facts, stats, and patterns–increasing quality of hire and improve retention.

 

Using Talent Aquisition and Hiring Data – A Real Life Example

Sandd is a great example of an organization that took advantage of their data to make more strategic decisions.

The Sandd team was struggling to recruit over 6,000 new individuals in a smart and cost effective way.

With the help of Endouble, they created a recruitment website that helped collect and connect all their data – helping them drive their recruitment strategy.

They then focused on two main KPIsengagement rate and quality of hire – to evaluate how well they were connecting with candidates.

Their new recruitment website increased the number of mobile applications from 1.15% to 6.65% and provided better tailored information to each visitor.

 

How Data Will Affect Recruiters

Data can find its way into just about every point of the hiring process.

To use each bit efficiently, it’s important recruiters have a strong Applicant Tracking System (ATS) to store, track, and monitor information about their candidates in one place.

An ATS streamlines the data collection process, giving recruiters information they can use rather than just numbers.

By automating analytics and reporting, recruiters can jump straight into strategizing–especially if  you’re able to link website data to your ATS, like Delhaize did.

Moving forward, recruiters will need to understand how to apply data to their decison-making process, including how to find KPIs most relevant to your organization.

Download: 21 Recruitment Technology Resources to Follow

3. Diversity Will Continue to be a Top Priority

Organizations have been prioritizing diversity for decades – but many hiring managers simple view diversity as a box to check.

However, having an inclusive workforce can improve company culture and make an organization more profitable.

In fact, companies with a diverse employee base experience 2.3 times more cash flow and are 1.7 times more likely to be innovation leaders.

Having employees of different backgrounds, cultures, and experience levels can provide multiple perspectives, establish stronger connections, and actually improve company performance.

The importance of inclusion and diversity is growing for a few reasons:


Elimination of Bias

With the help of AI and ATS tools, hiring without bias will become easier.

Rather than looking at sensitive information that could create prejudice or favoritism, the growing popularity of these new systems can help you see which candidates are right for your organization based on skills and qualifications.


Growth of Remote Teams

Organizations are also no longer limited to individuals in their area.

Communication and project management tools are making it easier for employees to work off-site. With more and more companies hiring remote workers, teams are becoming more diverse.


More Diverse Candidate Base

Employees themselves are also becoming more diverse.

Candidates are making inclusive workplaces a priority while job hunting, wanting to ensure they’re working with a diverse team.

 

Prioritizing Diversity and Inclusion – A Real Life Example

Johnson & Johnson puts inclusion and diversity at the forefront of their business strategy – and it's paid off.

Wanda Hope, Chief Diversity & Inclusion Officer at Johnson & Johnson, proved in her speech during HRD Summit 2018 in Amsterdam, the Netherlands that there’s clear, measurable evidence on the benefits of a diverse culture. Data shows that a more diverse and inclusive company culture outperforms companies with exclusive culture. 

The organization started with an internal assessment, connecting 7,000 employees and asking them to explain what inclusion meant for them.

Next, came an external assessment of looking at what other companies were doing and identifying trends on the market.

Through their research, Johnson & Johnson created new messaging centered around diversity  and inclusion.

But the organization went beyond just messaging. They also applied diversity and inclusion to their product development, creating a Green Tea Listerine to appeal to Asian markets.

That product alone increased their market share by 7%.

 

How Diversity Will Affect Recruiters

Diversity isn’t a new priority for most recruiters, but it is still an important one.

It’s important to look at diversity as a strategic initiative for both hiring and retaining candidates and employees.

Diversity should also be seen as an initiative for rural organizations – not just those in urban locations.

 

4. Candidate Experience Will Become a Talent Magnet

The recruitment process is a two-way street.

While you’re trying to find the best talent for your organization, candidates are also looking for a company that fits their needs.

If they don’t have a pleasant experience during applying or interviewing, they’re not likely to accept a position. Even worse, they might share their negative experience with friends and family or even online.

In fact, about 72% of candidates who had a poor experience have shared that with someone directly.

In order to attract and retain high-quality talent, hiring managers need to go above and beyond to create a pleasant experience – whether or not they’re the right fit for the company.

Here’s how:


Easier Application Process

A better candidate experience begins with creating an easier application process.

While you want to create an application that weeds out unqualified candidates, you don’t want to make it so lengthy or difficult that your applicant quits before they finish. Hold off on asking any information that isn’t immediately important.


Enhanced Communication

Keep candidates updated throughout the entire hiring process–even if they aren’t the right fit.

Letting your applicants know whether or not they’re moving to the next round of interviews can improve trust.

 

Improved Candidate Experience – A Real Life Example

Albert Heijn focused on improving candidate experience on the organization’s recruitment website.

Their main goal was to create a page that continuously provided each visitor with targeted, relevant information.

They added new features, such as a salary calculator and travel time calculator, and ramped up their mobile website.

These new features and unique approach to candidate experience helped boost the number of website visitors, and ensured more qualitative applications.

 

How Candidate Experience Will Affect Recruiters

Make the candidate experience a main focus of your recruitment strategy in 2019.

Look for opportunities to connect with applicants and tools that can make communication easier. Identify ways to optimize your career website, job description, and recruitment process to better fit candidates’ needs.

 

5. The Interview Process Will Become Less Rigid

Each organization has their own system for interviewing and getting to know potential new hires.

Unfortunately, many traditional interview processes can create unexpected biases.

Hiring managers often have the best connection with interviewees who are charismatic and outgoing, but that doesn’t mean they’re the best person for the job.

In order to truly find the best candidate, it’s important to adopt a less rigid interview process.

Here are some examples:


Varied Interview Styles

Not all candidates will be able to show their skills in a rigid application.

Diversifying your interview styles, like using video interviews or virtual reality, can help some candidates better explain their qualifications.


Casual Interviews

Not all interviews need to be formal.

A casual interview over coffee or a meal can help relieve some pressure so candidates speak more comfortably and freely.


Personality Tests

A personality test is a minimal-cost way to get to know applicants.

There are a number of tools on the market that can help you get a better understanding of applicants’ behaviors, soft skills, and principles.

 

How Varied Interviews Will Affect Recruiters

As you prepare for the next year, your hiring team should consider if you’re providing equal opportunities for each of your applicants to show their skills.

Add some steps or processes that can help you get to know each candidate beyond the traditional face-to-face interview.

 

Preparing for the Future of Talent

The future of talent is always evolving.

Each new year comes with new developments, technology, and strategies that change the way organizations and candidates engage and communicate.

To ensure you’re making the best hiring decisions for your company, stay up-to-date on all the recent changes in the recruitment world.

By maintaining a relevant hiring strategy, you can attract and connect with the best talent.

Here’s a recap of the biggest trends influencing the recruitment world in 2019:

  • Implement AI into your candidate selection process
  • Use relevant data to drive more educated hiring decisions
  • Prioritize diversity to promote a stronger team
  • Focus on candidate experience and build a strong organization reputation
  • Get creative with the interview process

It's important to stay up-to-date with recruitment trends as they come. Follow your favorite industry thought leaders, blogs, or podcasts to continue seeing how new trends shape the future of recruitment. 

Download: 21 Recruitment Technology Resources to Follow