Recruiting Trends 2021: These trends will determine the future of HR
Digitalization, talent management and employer branding: these are the buzzwords that HR consultancies should consider when it comes to recruiting trends in 2021. A recent study by the Boston Consulting Group (BCG) supports these three topics and clarifies where the focus should be. For companies, this means getting fit for the future, modernizing their own structures and finding smart technologies and tools that can be used to successfully implement the trends in everyday agency work.
Clear trends for the future in HR consulting
In 2021, the Boston Consulting Group (BCG), together with the World Federation of People Management (WFPMA), surveyed over 6,600 participants from 113 countries on the status quo in the recruiting industry. In the international study Creating People Advantage 2021: The Future of People Management Priorities, participants were asked to select from a total of 32 priorities those that they believe will play an important role in the recruitment industry in the future. Three focal points and thus the recruiting trends emerged: talent acquisition and management, the general future of work in terms of employer experience and employer branding, and the ongoing topic of digitalization.
1. Top Talent Management: efficiently controlling acquisition and management.
Which platforms and channels are used for the job search and how do companies get in touch with potential candidates? Contemporary and modern recruiting means keeping track of developments in society as well as technological advances and adapting one’s own processes accordingly. The presentation in professional networks such as XING and LinkedIn has advantages for companies and applicants alike: This way both sides get a good overview of what the other has to offer, and companies can get an accurate picture of the applicant’s skills and professional history.
Promote accomplishments and skills for an effective pipeline
If applicants indicate on job platforms which skills they bring to the table and publish their resume to go along with it, it’s easy for companies to evaluate and select a segment of top employees. Secondly, once the company has decided on their new employees, it is important to provide the appropriate job roles and opportunities for their performance, development and career path. This way it is possible to build and sustain an effective pipeline for key positions. Managing data and information is becoming increasingly difficult in recruiting and HR as the job market rapidly evolves. Experience shows that the number of applicants continues to grow.
Top talents better in view
In order for agencies to successfully manage their recruiting and the acquisition of top talent, they should look at different technologies. In the context of active sourcing, some CRM systems already offer a target-oriented solution to make the workflow and “system break” as pleasant as possible. With smart tools, recruiters also have a more detailed overview of the entire candidate journey and can thus respond even better to their customers.
2. Develop employer experience and employer branding
The Covid-19 pandemic has resulted in a fundamental shift in the day-to-day workplace for many, with previously familiar work models undergoing a transformation. This crisis has acted as a catalyst, as terms such as New Work, Future of Work, Mobile Working and Home Office have rarely been so present before. Therefore, it is finally time for companies to focus on their applicants and to work out an employer experience and branding that is as positive as possible. This is the only way to develop an attractive employer brand and to convince job candidates in the hiring race and the war of talents. Recruiting agencies should be aware of this and proactively integrate indicators in the search for suitable candidates in order to increase the chances of success for the “perfect fit”.
Employer Experience: Leveraging remote work and hybrid work models
For a good employer experience, outdated models must be actively reconsidered and redefined. After all, many employees have become comfortable with new ways of working and want to retain the flexibility they have gained. To retain and motivate employees in the long term, the environment should be adapted to new circumstances. This can be done through forms of work such as remote work, mobile work or hybrid models. Anyone who sticks to rigid patterns these days runs the risk of sooner or later losing applicants to more modern competitors. Creating a collegial, employee-friendly environment that supports the compatibility of family, leisure and work also increases the attractiveness of a company for existing and new employees.
3. Digitalization in recruiting: Fit for the future
Digitization is an ongoing topic, also in recruiting. The use of modern technologies such as artificial intelligence (AI), people analytics, cloud-based applications and robotics can optimize workflows and save time. In recruiting, information and communication software can be used in a targeted manner: According to the BCG study, many employees would like to see greater use of digital solutions and intuitive interfaces in the workplace - after all, they have often long been accustomed to this convenience from their private lives. This starting position can be used to introduce technological innovations in an uncomplicated manner and to approach digitalization in recruiting through smart solutions. But according to the results of the study, many companies still face the challenge of taking this step.
Making good use of digital solutions
The fact that most job searches take place online has long been standard practice. For successful talent management, companies need to be aware that many talents and so-called high potentials have a non-linear career development - and thus have, in the best case, a lot of experience and knowledge. Managing such qualified applicant pools requires a modern approach, and with the right digital solutions, work can be made noticeably easier in the gig economy, where more and more temporary contracts are being awarded. In order to master the balancing act between freelancers, permanent employees and contractors and to operate successful personnel and freelancer management, special software solutions for the recruiting sector are a useful and relieving addition.
Tackling digitization with the right partner
There are many reasons why companies are often still hesitant when it comes to digitization issues:
- Lack of internal know-how for technical implementation
- No strategy as to which processes can be digitized at all
- No time or budget
In such cases, recruitment agencies can rely on outside help: Technical service providers with software solutions in the recruiting field know exactly what requirements recruiters face on a daily basis and what it takes to streamline processes and make them more efficient. Tailored tools and smart functions relieve the workload on recruiters and automate repetitive tasks, such as reviewing incoming applications, analyzing CVs, creating mailing campaigns, document tracking and optimized project management.
Conclusion
Attracting interesting talent is an exciting challenge for companies and recruiting agencies. That’s why the right technologies are necessary to make processes faster and more efficient and to make daily work easier. Especially when it comes to future trends such as digitalization, talent management and employer branding, many companies need to take action and actively invest in smart technology in order to be successful in the long term and portray themselves as attractive contenders in the market.
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