Hiring twenty years ago was not the same as it is today. In fact, the way we used to hire five years ago is not the same as the way we think about it now. Times have changed, and many factors are involved in this conjunction. Even the emergence of a pandemic has turned almost everything upside down. One of the most relevant changes is undoubtedly technological.
It is simply impossible to carry out a selection process without relying on new technologies. Recruiters have more and more tools at our disposal to do our job more effectively. But, as if this were not enough, the information we want to obtain from our candidates is also much greater.
Recruitment has undergone major changes recently, so do you want to know what the main trends and keys will be in the coming years?
1. Integrate the future employee into the company right from the selection process
That's getting off to a good start. To integrate the future employee into the company from minute zero, you have to start the selection process itself. From the moment they register for the offer, they should feel considered. You can do this through the text you compose and by using the various means at your disposal (videos, social networks...), conveying what the experience of working here is like and proposing a careful and respectful selection process. Feeling respected and taken into account is essential to start feeling part of a project.
In addition, it is advisable that as the process progresses, you let the candidate know what the phases are and guide him/her through the process. The objective must be, at all times, that the candidate is captivated by our company and continues to have a good consideration of it even if they are not finally selected. There will be new opportunities, for sure, so if recruiters like the candidate, we will always have the opportunity to contact them again.
2. Observe (and update) people's skills and aptitudes with a magnifying glass
Skills that were important five years ago are not so important now. The changes in our society and the script twists and turns (the pandemic is one of them, of course) mean that companies must also change. Thus, if the management of digital tools could have been placed some time ago in a fifth position, today, it is probably in a first or second position. Not surprisingly, most companies have already embarked on a good part of the road to digitization.
These skills, along with empathy, the ability to work in a team, to be creative in problem-solving or results-orientation, will continue to be key in 2022. However, as we don't know what the future holds, the need for people who excel in one skill or another will change over time. Our job as recruiters? To be aware of these trends and always keep in mind the priorities and gaps within the organization. This may require skills maps that are updated in real-time.
3. Automate a large part of the tasks involved in this process
It is true that by now, we have already updated a good number of tasks and procedures. It is part of this digitization process. However, both for the daily management of Human Resources and for the selection processes themselves, automation will be taken to another level.
In this way, recruiters can dedicate much more time to the other phases that require a more personal analysis, such as interviews (face-to-face or remote) and the subsequent stages, which require us to think more carefully about the profiles selected.
4. Attract candidates through interesting job offers
We have already talked many times about the importance of creating good job offers. This is a task that we tend to do on the spur of the moment, which means that we don't spend as much time and effort on it as we really should. The job offer is our first meeting with the candidate, and you know how important first impressions are. Our recommendation, in this sense, is that you prepare a complete and detailed offer in which the characteristics of the position are well specified, as well as the skills and knowledge required. It is also important to give a good description of what the company is like and to offer, if possible, the vision of the people who work with us. Who better than them to tell you what it is like to work in your house? If you are doing it right, their role will be fundamental in attracting the best talent.
However, don't forget to apply perfect copywriting. I'd like to say that you don't need to be an ideal essay writer, but... well, it's better to be one. Take care of the text in detail to make a good impression on the candidates. It will be one of the first signals you will give them about your interest in a job well done and your respect for the people who are part of the team.
5. Turn employees into ambassadors of the company
To achieve this, you need a good employer branding strategy, so this can be one of the New Year's resolutions you make with your HR team. If the people who work with us are enjoying a good experience in their job, they will speak well of the company. They will surely be able to bring to our selection processes people they already know, who have similar criteria and value scales, and, of course, who have the training, experience, and skills necessary to fit our vacancies.