By Mohona Dutta | Reading time 6 mins
With an ever-decreasing talent pool, staffing experts are more sought after than any other time in the current times, helping clients fill positions from a diminishing stockpile of qualified candidates. This is a piece of extraordinary news for the staffing business.
The landscape of technology and advancement is growing every day ready to scout the right candidate efficiently. At the onset of this new decade, the main tools to be excited about are once again mostly linked to technology.
I have mentioned just a few of the trends to help you prepare for the 2020 staffing challenges, from the enormous list that will dominate the talent acquisition market.
Dominance of AI
We all know that AI has been dominating a number of areas in the staffing process. From transforming daily administrative tasks to a much more complicated segment of the hiring process, this technology is here to stay.
While at one point, it was feared that ‘robots will steal all our jobs’, it is now considered a necessity in a lot of companies. One of the most prominent areas that AI seems to thrive is job matching.
Most organizations are using machine learning to improve job matches that jobseekers receive whilst searching for opportunities. It also makes a point to ensure the client’s vacancies are pushed to the forefront for the right ones to see.
This has resulted in relevant applications and definitely a better user experience.
Candidate’s experience matters
It’s a candidate-oriented market. The talent is calling the shots now. That means, if as an organization, you are unable to provide a positive experience for a candidate, you may very well jeopardize your chances of getting the right talent in your company.
With the advent of social media, bad news spreads like wildfire. And as mentioned, candidates are ruling the market now as the talent-pool has shrunk, the need for highly skilled people has increased.
A company now has to be wary of the right kind of experience that is provided to the jobseekers, it all starts from the posting of the job requirement, until the last stage of the interview. Communication-open and transparent one is a massive factor to take into consideration.
Keep your candidates updated regarding the progress of their application. Most companies falter in keeping in touch with the jobseekers even if they haven’t aced the interview, they fail to inform them. After all, a candidate is your client as well, till you hire them, and keeping a client happy is what it’s all about.
Parameters of hiring
The parameters of hiring have changed and especially in 2020, it’s no longer based only on the resume. The trend is now to look for more than potential, more than experience in candidates. Its time for them to think outside the box to determine what a qualified candidate actually looks like.
While a candidate might not contain the exact criteria mentioned in the job description today, but after a few months down the line, he/she may exhibit the requirements that the company is looking for.
As such, hiring managers need to keep an open mind not shun candidates who have been rejected previously due to a lack of certain criteria and give them a second look. Of course, it goes without saying that misdemeanor won’t be tolerated even if the candidate has years of experience and potential. Being arrogant doesn’t pay!
Employing people who are eager to learn, have a proven track record of adjusting to new environments, and have a whole host of useful transferable skills is a good decision right now.
The drift of reskilling meets the challenge of a talent deficiency by broadening the scope of recruitment from scouring for talent to creating talent. If this trend takes hold, this 2020 staffing movement will be a thrilling extension of the talent acquisition industry.
Potential candidates might possess a certain skill, but might be ready and willing to learn a different kind of skill better matched to the requirements of industries in the current market.
By investing in training programs, online learning, or apprenticeships, companies can better meet client request by targeting candidates who may have potential, and then ensuring that talent is nurtured and “upskilled.” Organizations that need tech-savvy workers will be most interested in this staffing trend.
Flexibility is the name of the game now. The nature of working patterns, schedules, requirements are changing allowing people the flexibility to work remotely and change jobs as seasons change.
So, one recruitment trend that is there for the long haul is -the contingent workforce. Hiring them will require a thorough understanding of the legislation involved in your state, the accepted working hours and the basic rate of pay.
Such staff members do not receive bonuses, or any additional benefits like your full-time employees as such, hiring managers will have to don their creative hats and come up with exciting job descriptions, incentives to get the right one hired.
Also, the managers need to be conscious that this is an employee who may not show a strong devotion to the organization owing to the short-term contract, yet, a seamless process and a hassle-free system needs to be created for them to adapt to the new terrain.
So, here we are with the recruitment trends that staffing agencies, recruitment firms and HR’s of various companies will have to take a look at in 2020. At AhaApps we understand the evolution of the talent market and as such we custom make resource acquisition solutions for our clients.
Connect with us today to understand how we can help.
Mohona is a Content Writer for the Marketing team in AhaApps since 2019. When she is not busy attending to her creative, technical side, she likes to binge on sitcoms on Netflix. She loves writing poems and reading short stories when she wants to break away from the humdrum of life.
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