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Hiring for recruitment 2020 – what do you need to know?

Kate Allen, Managing Director, Allen Associates

When it comes to hiring for recruitment 2020, there is much to consider. Now that many people are retiring later, we have five different generations within the same workforce, creating a diverse range of Employees with varying goals. New technologies are also driving change. Research from Nesta suggests that, although technology will alter peoples’ roles, it’s impossible to say exactly how – a predicament affecting roughly seven in 10 people. All of this means that Employers must be forward-thinking to stay ahead of the digital curve and balance the varying needs of their workforce. Here’s what you need to know:

Technological change

Technology has had a big impact on the recruitment industry. Firstly, it’s changing the type of roles Employers are looking for, and secondly, it’s changing the way in which hiring teams complete day-to-day tasks. According to PwC, around 30 per cent of UK jobs could be at risk of automation by the early 2030s. However, the same report says that much of this will be offset by job gains elsewhere – in the tech sector for example. As a result, companies are now looking for a different type of Candidate, that is, those who can offer much-needed digital expertise. Now more than ever, recruiters should understand the type of positions Clients want to hire for, and their vision for the team they want to build.

Digital change within recruitment

From applicant tracking systems to video interviews, the job of a recruiter looks very different compared to ten years ago. In the UK, the average hiring time takes 27.5 days, but finding the right Candidate is incredibly competitive, and many recruiters are adopting new technology to streamline their hiring process – for example by using video interviews to speak to a wide range of Candidates as a precursor to face-to-face meetings. Using AI tools can help you save time by automating repetitive tasks. It also gives you an insight into your business by providing detailed data to analyse. So, whether you’re interested in AI screening tools or e-mail chatbots, take some time to research your options.

A changing workforce

Research from Deloitte into the future of the American workforce suggests that Employees are likely to be older than before, more diverse and more educated. In the UK, we can see a similar pattern. As millennials begin to shape the workplace, flexible working, Employee perks and four-day weeks are just some of the topics being discussed. While baby boomers place value on salary level, retirement money and health insurance, research shows that younger workers are motivated by wellness initiatives and professional development. With many different generations working alongside each other, increasingly, it has become important for Employers to understand their different wants and needs.

The war for talent

For nearly one third of senior leaders, attracting and finding talent is their biggest challenge. According to the Open University, the UK skills shortage is costing organisations £6.3 billion, with many choosing to recruit at a lower level than intended or leave the role vacant instead. Within a Candidate-driven market, where experienced workers have the upper hand when it comes to choosing job opportunities, companies are now focusing on how to build a future talent pipeline. To create a vibrant place where top Candidates aspire to work, it has become necessary to focus on company branding and ethos – all of which helps you to market yourself as a top Employer.

Reinventing the job process

To adapt to this changing landscape, recruiters are now reinventing the way in which they advertise roles, select Candidates and carry out interviews. Using online job boards to post opportunities, social media to engage with passive Candidates and creating mobile-friendly websites has become a ‘must’ for Employers – and these are just a few of the changes being made. In such a competitive recruitment environment, it has become increasingly important to think outside the box. For some, this means sidestepping the traditional process of inviting people to send in CVs and attend a face-to-face interview. GCHQ- for example – asks Candidates to decipher a hidden message encrypted on a specially build website. And just recently, Companies House held two digital open days in a bid to attract talent and position itself as an exciting place to work.

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