The current business environment is highly dynamic and is continuously evolving. It demands a workforce that is equally flexible and willing to learn new skills and adapt to new technology. Consequentially, there is high pressure on the organisations for hiring the right people, nurturing them and investing in their growth. In a way, 2020 is an inflection point where corporate will embrace new talent-related strategies and also pave the way for the future.
Randstad, in its research, has identified the top 10 talent acquisition trends for 2020. By following these trends, you can ensure that your talent is ready to take on the challenges of today and tomorrow. Here are the findings of the research.
Building an Agile Workforce
2020 is an uncertain year with the possibility of a slowdown looming over us. To respond to current business needs, the HR departments will be hiring candidates who show agility as a key competency. Apart from accepting new challenges, candidates who are open to acquiring new skills will be given a priority. Moreover, the HR departments will also explore the option of working with freelancers, temporary staff and gig workers to strengthen the agility of their organisations.
With advanced analytics on their side, the HR function will use data to tap into the best resources and enhance their recruitment. Data will be used in several unconventional ways for charting out intelligent hiring strategies. For instance, more and more companies will use real-time data to understand when and where to find their talent. Analytics will become a crucial HR skill. We will also see a strong partnership between the HR team and the data scientists for delivering more value to their organisations.
As organisations embark on their digitisation journeys, they will also have to bring a cultural shift. The HR departments will be seen supporting this by encouraging the employees to think digital. It will begin with the leaders who will have to drive this transformation from the forefront. The hiring function will be working closely with the business to hire people as per the organisation’s future talent needs. Moreover, it will involve a long exercise of identifying employees whose roles will get impacted due to the digitisation. In a bid to protect their talent, organisations will either reskill them or create new positions for them.
Change in Talent Strategy
As an impact of disruptive technology, the hiring strategy will undergo a sea change. HR professionals will work closely to identify the roles that can be replaced by technology to achieve higher organisational efficiency. Similarly, they will identify new roles and skills to make the best use of new technology. In short, we are in for a significant haul in what is sometimes called the Fourth Industrial Revolution or Industry 4.0.
Better Talent Experience
An interview is no longer a one-way street. Candidates evaluate their interview experience to understand if the organisation is the right place for them. They want engagement right from the time they come across a job posting until they join the organisation. This experience is not just limited to candidates. Employees also seek a high level of engagement which can be achieved through talent-centric technology. Organisations will be seen investing in such solutions and asking relevant questions about engaging their workforce.
Investments in Hiring Technology
With several innovative solutions in the market, technology is changing the game of recruitment. As the talent in the market tightens, and organisations grapple to attract candidates, technology will play a crucial role in hiring. AI and ML are empowering the recruiters to engage with multiple candidates simultaneously and also screen more effectively. Chatbots are handling candidate queries and informing them about their statuses. Organisations will be making higher investments in technology to enhance their productivity and win the talent wars.
In this rapidly changing environment, organisations will be seen hiring for behaviours instead of technical skills. Competencies such as problem-solving, innovation, critical thinking etc. will gain prominence. It will help the organisations to build a talented workforce ready to take on the challenges of tomorrow. Additionally, HR departments will dig deeper into future skills that will lead their businesses to success. Upskilling programs will support in filling the gap and help the talent to stay relevant.
Instead of hiring from outside, recruiters will look within to bridge the talent gap. Internal mobility offers several advantages and organisations are gradually waking up to this. For one, employees are already aware of the environment, systems and processes. They will take a much shorter time to become productive in their new roles. Secondly, they are more likely to stay with an organisation that offers new challenges and opportunities. Apart from posting jobs internally, HR professionals will also work on mapping career paths for employees.
Hiring for Skills Instead of the Degree
As more and more people are excelling in doing what they like, organisations will start hiring for skills instead of degrees. Instead of asking for formal education, companies will include sophisticated tests in the interview phase. Moreover, they will hire for aptitude and offer on-the-job learning to enhance an employee’s technical skills.
Diversity and Inclusion
Organisations will achieve higher value by building a diverse workforce. The strategy will help in attracting talent from various strata who will feel valued in the system. Besides, organisations will invest in resource groups and sensitization programs to strengthen their diversity hiring.