4 Ways Hiring And Recruitment Will Change In 2021
By Mark C. Perna
2021 is here, and with it a whole new era in hiring and recruitment. But what does talent acquisition look like in the midst of a pandemic?
The short answer is digital—very, very digital. Thanks to Covid-19, the traditional hiring process has been harder than ever this year as recruiters and candidates scrambled to adapt to a fully remote experience. But seismic shifts are well underway—both in the way companies hire and in the traits they’re looking for in 2021.
Across almost all industries, digital transformation has been accelerated by the pandemic, forcing companies of all sizes to fast-track their digital plans. According to a Sage report, 24% of businesses have started using AI for their talent acquisition needs, with 56% of managers planning to adopt automated technology in the next twelve months.
“We can expect 2021 to continue to bring major disruptions to digital hiring and recruitment,” says OutMatch CEO Greg Moran. “This will be particularly evident in how the process leverages technology to drive efficiency for both recruiters and applicants alike.”
Digital hiring tools were already on the rise, but the pandemic has accelerated their use. As companies rethink how they hire, AI and automation are coming to the forefront as necessities for growth in a post-pandemic workplace.
Four predictions for 2021
No doubt about it—recruitment and hiring will continue to change dramatically in the coming year. Here are four ways to adapt to the trends in candidate-driven hiring in 2021 and beyond.
1. Adopt digital hiring technology for the long term
“With remote work as a mainstay option, employers are now casting a global net for remote workers,” says Moran. To sift through this larger talent pool, recruiters must adopt hiring technologies such as automation and AI.
The benefits? Increased hiring quality, time savings and improvement at all stages of pre- and post-hire talent acquisition. “Best of all, companies are learning they can achieve all this without losing the critical human connection that employees still crave,” Moran adds.
2. Rethink the skills required for today’s working reality
“Covid-19 has forced companies to reassess core capabilities, culture and what qualities truly make an employee successful in today’s working world,” says Moran. With these qualities in mind, recruiters can use digital hiring tools like pre-hiring assessments and virtual interviews to gain a better feel for an employee’s job fit.
Success-capable candidates in 2021 will demonstrate strong communication, ease with technology and a flexible, adaptable approach to their work. “Recruiters who screen for these traits will streamline the hiring process and ultimately have a positive impact on employee performance and satisfaction for the long-term,” says Moran.
3. Go digital, stay personal
Some employers may fear that using AI as part of their screening and hiring process will make their company seem impersonal. But the opposite is true, asserts Moran. “Automation can offload the repetitive, process-driven tasks to a bot, allowing people to be more available and more high touch,” he says.
An effective hiring process should include people at both ends. Far from replacing the recruiter’s role, intelligent automation can supplement that work by filtering through data quickly, transparently and without error. “This frees up recruiters’ time to focus on the most important aspects of hiring, such as making personal connections with candidates,” says Moran. “Attention to people is what keeps morale high and what makes for a more resilient workforce.”
4. Eliminate bias in the hiring process
If there’s anywhere bias should not be present, it’s in the screening and hiring process. AI-driven tools can help eliminate bias through data, objectivity and predictive models. OutMatch’s video interviewing technology is one example where automation helps create as level a playing field as possible for all applicants. “Automation-supported video interviews enable decision-makers to conduct the same video interview, with the same questions, to every candidate,” says Moran.
“In 2021, companies should look beyond diversity as a quota to meet and focus more on creating a culture where diversity can thrive.”
In it for the long haul
Digital hiring solutions such as digital assessments, video interviewing and online reference checking should not be seen as a short-term patch for the Covid-19 era, but rather as long-term hiring strategies. “The reality is that recruiting efforts are leaner than ever before and teams are being assembled based on skill set and compatibility, rather than physical location,” says Moran. “Alongside the current high unemployment rates, this dramatically increases the candidate list.” And that won’t be changing any time soon.
One thing is clear: companies who meet the coming year with a comprehensive digital recruitment experience will have an advantage. Adding accuracy, eliminating bias and speeding up the hiring process—if 2021’s digital hiring trends can deliver all this, we’re in.
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Amsterdam is one of Europe’s leading tech-hubs. Companies are enhancing their international orientation in order to draw in talented internationals who can help them realise their projects. Esti, IT recruitment Amsterdam, attracts and retains international IT talent by guiding companies to develop a culture in which international professionals thrive. The perfect match is not only about meeting 100% of the requirements but most of all about change, progress and new experiences. Esti focusses on the personal motivation and ambition of each professional.