The COVID-19 pandemic has brutally affected recruiters all over the world. With such a huge impact to the industry, it caused new trends to arise and a big shift to their priorities.
For example, since many people lost their jobs in the hospitality and tourism sectors, it is urging recruiters to be more strategic in decision-making and focus on Quality-of-Hire in their recruiting metrics.
On the other hand, some, such as the tech industry, are thriving but are facing talent shortages. This makes the recruiting landscape more competitive than ever as recruiters fight over top candidates using various persuasion tactics.
Those are just some of the many instances how recruiters are changing their approach to recruitment operations. In order to adapt well to these changes, it’s imperative to understand and accept that hiring won’t be the same as it used to be.
As time progresses, recruiting becomes harder and harder as the hiring needs of companies change fluidly. 65% of HR professionals worldwide agreed that staying agile and adapting quickly is of top importance.
With all that is happening, it’s crucial to pay attention to the company’s talent needs. What kind of employee is needed? What aspects must be reconsidered moving forward? Always align with business leaders to keep up and be as flexible as possible.
Recruitment doesn’t have to stay difficult. With the advancement of technology, there are modern solutions available to make work more efficient.
There are various automations and AI functionalities that can locate and engage candidates, simplify application processes, optimize remote hiring, and several others. Acquiring recruitment software like Manatal would be ideal in this regard.
Depending on what’s required, integrating such tools can assist recruiters on their daily endeavors.
Now more than ever, every action taken must show evident business impact. Recruiting decisions shouldn’t just be made out of whim. It must be well-calculated and proven to create a lasting, positive effect to the company.
Investing on quality hires is a good way to do so. Not only do they bring more revenue, but they also lessen unwanted costs for new hire or employee departure costs. Also, training the whole recruitment team to cross-function internally will help, too. This agility to cater to the general market will allow departments to hire better and faster without being limited to “I’m only assigned to this sector” or “I’m only trained to talk to tech talents”.
Data is king. With reports and analytics in our fingertips, it’s best to maximize them and understand the market better.
Especially that the past year has been very turbulent, it would be beneficial to study what works and what doesn’t based on actual findings. From there, applying and modifying hiring approaches will be an asset to drive sound decision-making.
With key insights and profound understanding of the talent market, being consultants to business leaders would be one of the top priorities of recruiters over the next few years.
Instead of just taking orders and filling roles as tasked, recruiters will be a more valuable member of the company and help influence and shape major plans of the higher-ups. Expect that they will be asked more for advice and constantly relaying useful information to the team.
“Who to hire?”, “What is needed to optimize the workplace?”, or “How to improve employer branding?” will be some of the questions that recruiters can answer to aid key leaders in unlocking the company’s highest sales potential and growth rate.
As recruiters, it will be important to transition mindsets and adjust accordingly. These priorities may prove true today, but it can also be different tomorrow. What’s important is to be alert and keep an open mind at all times.
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