6 Future Recruitment Trends to Help You Hire Top Talent

At this point, not one business function hasn't been affected by COVID-19 and rapid technological advancements—even HR and recruitment must adapt.

Recruitment automation refers to technologies that streamline HR workflows and activities automatically instead of manually. Thus, it is easier to track hiring metrics and adjust recruitment strategies. It saves time and costs while improving the experience and quality. Automation tools have become more rampant in recruitment during the pandemic's peak.

However, it's worth noting that while technology is in the future of recruitment, the "human" in HR should still be apparent. Candidates are open to touchpoints that involve automation tools but still want a positive, direct human interaction throughout the recruitment process, with two-thirds saying that personalised, initial outreach makes them more likely to apply.

Prepare for the next hiring cycle and beyond by learning the other future recruitment trends and applying them to your strategy. 

Artificial Intelligence (AI) and Machine Learning (ML) Recruitment automation mainly involves AI from ML, and it's hard to separate the two as hirers almost always use them together. AI and ML simplify jobseeker sourcing, communication, scheduling, review, and data analysis, especially for mundane and high-volume tasks.

Expect these recruitment activities and tools that involve AI and ML to be more widespread now and in the future:

• Chatbots This automation tool can initiate basic conversations with humans. Chatbots can also be programmed to ask questions and recognise the key terms in resumes to help filter out candidates for the recruiters.

• Virtual Reality (VR) Hirers now utilise VR in employee onboarding and training but you can also use it to attract and assess talent. You can give jobseekers a virtual tour of the office or a sense of the kinds of challenges they may face.

• Algorithm-based Shortlisting Printed resumes are uncommon nowadays, and recruiters have not always been fond of sifting through them—even digital screening could not make this task easier. Moreover, managers can decide whether or not to hire a candidate in 15 minutes or less, but they can be biased. Multiple interviewers can help balance unconscious discrimination, but a more objective means can improve results. Algorithms can analyse the data for HR to match the most qualified for a job role. Without human bias, the selection is more objective than subjective, paving the way for diversity, equality, and inclusion (DEI). ML finds people with skills commonly overlooked or those that matter for the role and skips over biases.

• Video Screening While it has been a practice before the pandemic, video screening—pre-recorded or through live one-on-one or panel interviews—has become the norm, alongside the rise of remote work. With AI, recruiters can assess candidates' personality, confidence, skills, face and body movements, and voice, even if the interview isn't face-to-face.

• Predictive Analysis Predictive analysis leverages candidate and employment data. They are assessed and correlated to anticipate candidate behaviour, helping recruiters recognise potential good hires and why they are the best match and connect with them before other companies do. This activity can also help HR eliminate ineffective hiring sources, including job boards and third-party or in-house recruitment teams. Skills gap analyses, workforce planning, performance reviews, and employee retention all benefit from predictive analysis.

Social Recruiting HR teams have included social media in their recruitment strategy to expand talent pools. Even Facebook, Twitter, Instagram, and other platforms have been used to find and market to high-quality candidates, especially the younger ones. You can showcase your company culture here to build a strong employee value proposition.

Diversity, Equality, & Inclusion (DEI) Organisations that prioritise DEI are more profitable. Employees of diverse backgrounds can use their individual and shared experiences to work together and develop solutions to problems, boosting business innovation and creativity.

DEI is also one of the factors considered by candidates when applying for a job. PwC notes that 62% of jobseekers are more likely to apply to a company openly committed to improving their workforce DEI. Technology can help you foster DEI as it is responsible for eliminating bias in recruiting and hiring. When you meet the jobseekers' expectations, you are more likely to attract top talent.

Global Recruitment Due to the prioritisation of DEI and the rise of remote work, it only makes sense for recruitment to be as far-reaching as possible—worldwide, even. A Deloitte study estimates that between 2018 and 2028, over 2 million jobs may be left unfilled due to a skills gap. To source the skills companies require, global recruiting will be more in demand.

It essentially hits two birds with one stone—employers get to hire remote workers from anywhere in the world, as long as they are the perfect fit for the role, and promote DEI by hiring more people from all walks of life.

Candidate-Driven Recruitment There are different ways in which the future of recruitment is becoming candidate-driven. First, companies are proactive in engaging candidates. Proactive recruitment means reaching out to jobseekers early in the process. Companies will try to build a relationship with the candidates to influence them to apply to the organisation. 

Though this was common when filling C-suite roles, it is only now used for entry-level positions. Unfortunately, passive recruiting is not as effective as before, perhaps due to the labour skills gap.

The second is in negotiations. The Great Resignation left several roles open but only a few qualified candidates to fill them. It gave jobseekers more power in dictating their options, leaning towards favourable perks like work flexibility, organisational commitment to DEI, and even basic benefits like salary. To satisfy these needs and get new hires, employers are working harder.

Lastly is the overall experience. From interview to onboarding, workers want a seamless process, and you need to address it. For instance, recruiters must provide candidates feedback, even if they failed the interview. A lack of communication is considered a negative interaction they can share online with other jobseekers, and you don't want that kind of bad press.

Job Criteria And Screening Tools Reviewing resumes and conducting interviews have always been part of the recruitment strategy for many companies. But there are other, more effective ways of screening jobseekers.

Skills tests can gauge expertise against work scenarios and challenges to rule out underqualified candidates. On the other hand, behavioural assessment helps get insights into soft skills like work ethic and motivation. Soft skills will be a non-negotiable recruitment future trend as they play a role in organisational success. 

Another skill to look into for recruiters is the employees' learning quotient, or their ability to adapt to and make the most out of new situations. It is a highly critical skill due to the constantly changing employment landscape and new job roles.

Apart from investing in tools to make things easier for HR, it should also offer a favourable application experience for jobseekers, whether or not you will consider them for the role. Even if a future recruitment trend like AI or automation will be relevant in other functions for more efficient operations, the workforce's skills will move your business to greater heights. 

Visit our Employers Insights page to learn how you can prepare for the future of recruitment and work. Are you a hirer looking for suitable recruits? Register to JobStreet now.