10 Hottest Recruitment Trends in 2020

Here we are going to discuss ” Latest Recruitment Trends in 2020″ in the market. Recruitment these days requires a great deal of imagination. Recruiters need to be left, right and center on a job market that is largely driven by candidates in order to find the talent that their company so desperately needs.

It involves becoming mindful of the current hiring trends and growth patterns.

Let’s start with a quick recap of what we saw in 2019–increasing recruitment use of AI, a greater emphasis on diversity hiring, an evolving gig economy, chatbots… Some of these hiring trends will still be important (maybe even more so than last year) in 2020, but at the same time the focus shifts to several other parts of the recruitment landscape.

We listed 10 recruitment trends for 2020 in this report, which we believe will influence this year’s recruitment. You may have heard of some of them before, but we’re sure you’re going to find at least a couple that you’ve skipped and should really be aware of.

1. Collaborative hiring: Referrals & Internal mobility

There is a reason for saying that two heads are better than one. The participation of your entire team in the recruitment process can be of great value when it comes to recruitment.

Only think of the possibilities that might come from, for example, your team members ‘ combined (personal) networks.

This is one of the reasons that we see a rise in employee referrals and referral services for workers–and organizations that provide AI-driven solutions to optimize employee referral efforts.

Generally speaking, these hires are more successful, more committed and less likely to leave.

It seems only natural to businesses, given the current market situation, to increase their attention on collaborative hiring this year, even more so.

The same goes with systems of internal mobility.

While many companies do not yet have a (well-developed) internal mobility culture and system in place, this can be a great way to cope with skill shortages, decrease turnover and increase engagement.

2. The growing importance of recruitment marketing

As we said, recruiters in the 21st century need all the support they can get in finding the best applicants. It explains the rise in marketing strategies for recruitment.

Recruitment marketing–also known as the pre-applicant stage of recruiting talent–is the method of attracting and cultivating talent through marketing to your company.

Just as conventional marketing’s main goal is to motivate individuals to buy the product or service of a business, recruitment marketing’s primary goal is to get people to apply for job openings for your organization.

We have already seen recruiting using certain marketing techniques (for example, programmatic work advertisement tools) before. But now companies are increasingly turning to, let’s call them full-service marketing recruiting providers.

This means a recruitment marketing solution that helps organizations strengthen their employer brand, reach candidates on social media and optimize their career sites (depending on the specific needs of your company, of course, there are many other opportunities).

To stick to the marketing jargon: a shift from outbound to inbound recruitment will begin this year.

3. Attracting talent with transferable skills from outside your industry

With some industries already struggling to find skilled people and an increasing number of retired baby boomers, recruiters have no choice but to look beyond their industry’s’ boundaries’ to find people.

So instead of finding appropriate previous experience, recruiters are increasingly concentrating on transferable skills and widening their future pool of talent (considerably).

4. Data-driven recruiting and HR Analytics

One of today’s hottest recruitment trends is the use of data-driven metrics. Such powerful tools are modern recruitment techniques where HR makes data-based hiring plans and decisions. Such data sources include other development tools such as ATS and marketing channels for recruitment.

HR analytics allows users to gain insights into which aspects of their recruiting strategies perform well or poorly. When recruiters are able to easily identify areas for improvement, they can quickly make appropriate changes.

How effective is people analytics-based recruitment?

Can this phenomenon be just a case of using a common tool without actually knowing how to use it? In a recent survey, 71 percent of companies were found to prioritize the analytics of individuals. Only 9 percent, however, understand how talent management increases the efficiency of their firms.

A number of key recruiting metrics have been proven to improve the effective use of HR analytics. These include recruiting selection, cost-to-hire, and time-to-hire.

Companies turn to data-driven recruitment to drive their overall lifecycle of talent.

Organizations use analytics of individuals to help them improve their recruitment strategy continuously. Such interventions include skills gap analysis, workforce planning, reviewing, recruiting and retaining.

Using efficient talent management software can further optimize the use of HR analytics.

5. AI

Yes, it’s back there, artificial intelligence. And yes, we know that you may have been inundated with content related to AI. Nevertheless, in 2020, AI’s recruiting technologies will become even more common.

AI will become a must-have in the recruiter’s toolbox this year, in one way or another.

The number of different applications of AI in recruiting just keeps growing, ranging from automated applicant selection, recovery, and matching to hiring remote workers and building personalized employee value propositions.

6. Embracing the flexible workforce

A staff for most companies also consists of a mix of full-time workers, contractors, freelancers, and all in between.

In the US alone, 36% (around 57 million people) of all workers are in the gig economy, a number that is likely to grow even more this year.

Working workers like being able to work wherever they want, and often happier than’ ‘traditional’ employees when they want to. Yes, independent satisfaction rates have never been as high as they are at the moment: 74% of independent employees say they are highly satisfied.

Technology, of course, is a major enabler of this kind of freelance work: people can use their smartphones, have free internet available in many (coffee) locations, and freelance sites like Up work, PeoplePerHour and Fiverr match freelancers with projects.

Especially when companies urgently need to find skilled people–and in an industry where talent is scarce–to meet their needs, they will have to turn to freelancers, contractors, etc.

On a positive note, working with freelancers can be a good way for an organization to find out if they want to become full-time employees of those people: if there is a shared press, you might have found a great new hire!

7. Diversity hiring

As AI, recruiting for diversity is one of the issues that will remain relevant in 2020. Diversity in the widest sense of the word; gender, race, geography, and age.

Initiatives of diversity and inclusion have been shown to offer many benefits, such as enhanced employee happiness, productivity and retention, and positive reflection on your employer brand.

So we’ll see more of these initiatives pop up this year–think of a digital marketplace, for example, that connects women to employers. We will also see an increase in the number of businesses that are increasing their attempts to recruit diversity.

8. Hiring Gen Z

For a while now, though so far, they have been entering the global workforce, mainly in internship and entry-level positions.

Nevertheless, Generation Z (the generation that comes after the Millennial, born somewhere between the mid-90s and mid-2000s) is now finding its way into the workforce, slowly but surely.

If you know very rusty about these Digital Natives, you might want to bring me

A few things to keep in mind when it comes to recruiting Generation Z are:

• They are one with their smartphones

• Adapt to their (short) period of attention

• It’s all about video

• Don’t forget about health & wellness

Think about their growth To be effective in recruiting in 2020, be sure to consider these points while developing the recruiting plan.

9. Hiring people with future-proof (soft) skills

This one is consists of two elements. On the one hand, people with future-proof skills are increasingly being hired. Think about complex problem-solving capacities, critical thinking, cognitive versatility, etc. On the other hand, the soft skills of people have recently been given more and more focus. It turns out that companies still struggle with good soft skills (communication, listening, empathy, etc.) to find talent.

Soft skills are motivated by attitude, making the difference between a good candidate and a great candidate. After all, it is generally possible to teach hard (tangible and technical) skills, although teaching someone how to display empathy is almost impossible…

Because technological advances are rapidly changing many sectors, there will be increased demand for people with transferable, future-proof (as far as possible) and soft skills.

10. A shift from job description-based hiring to project-based hiring

This is a result of several of the trends we’ve seen above, such as the rising gig economy and the change from experience-based hiring to recruiting based, for example, on transferable & soft skills.

Both of these innovations are likely to change the management of their programs by organizations.

In a time when attracting good full-time employees is difficult and turnover is often high, starting recruiting in a different way may make more sense.

Based on projects rather than job descriptions, for example.

This has the benefit, among other things, of gathering for each project those people who are the best in their field. Organizations would actually buy (and thus hire for) outcomes instead of purchasing resources.

Conclusion

You’ve got it there, our recruiting trends selection for 2020. Of course, when it comes to’ what’s hot and what’s not, everyone has a different view.

But it gives you a good summary of the employment environment sections that you may want to keep a close eye on this year.

Whether we’ve been looking right into our crystal ball–and if so, to what degree–we’re going to find out in the next 12 months. One thing is for sure, in next year’s article we’ll tell you everything about it!