6 Recruiting Trends You Need to Know Before 2020

Hi again!

The Islander is back and he need to talk with you about some of the best recruiting trends of the year of 2019!

As you already know I am a Global Recruitment Manager, and as a GRM our job push our “creative bone” each and every day. Of course this happens for a reason and is in order to adapt us to the current job and candidate markets, so that the team can find “the one”. For this major reason I am going to share with you 6 of the biggest things we need to do to keep on track with the latest trends.

The year of 2018 had finished with new recruitment movements such as the use of AI, an investment in diversity hiring (multicultural, sexual, and others), chatbots – which you can also use our lovely chatbot in our website, where we can help you find your next big break – and more!

And what about 2019? We have even more new and exciting trends, that our esteemed GRMs are using right now, to help us find you! Stay focos because this list is precious.

 

  1. Referrals

When working as a GRM at CBT, the entire team in the recruitment/sourcing procedure is important! Now imagine when combining your networks, with your colleagues, the results are enormous!

“This is one of the reasons we see an increase in employee referrals and employee referral programs – and companies that provide AI driven technology to automate your employee referral efforts. Referred hires generally are (among other things) more productive, more engaged and less likely to leave.

Given the current market situation, it seems only natural for companies to increase their focus on collaborative hiring even more this year.”

 

  1. Recruitment Marketing

As you a know, CBT’s GRMs use all of the best tools to find “simply the best”, as Tina Turner would say. And that also includes recruitment marketing solutions. This is the process of attracting and nurturing talent to your organization by marketing to them.

The main objective is to make individuals apply to our open positions that we have available, all around Europe! This is what we can call of an early stage of talent acquisition, in order to get the two main details: “Candidate Experience and Candidate Engagement”.

Basically, when working with recruitment marketing automation software, we have the tech that allow us to build positive relationships with candidates that fall within specific talent pools and share specific messages to candidates Not only that but it can also save time by scheduling automated emails that allow candidates to see open job requisitions that are relevant to them.

Get ready to see a more outbound to inbound recruitment!

 

  1. Attracting Talent With Transferable Skills from Outside Your Industry

More than ever, industries and recruiters have to adapt to an ever changing market, and to look beyond the ‘border’ – get it? Because Cross Border…you know what I mean – of their industry to find people.

So, not only do we have to be aware of the previous experience of each candidate, but CBT’s Global Recruiters are also focusing more on transferable skills – or soft skills – and, with that, expand their talent pool.

The main skills companies are now looking for are:

  • Problem Solving;
  • Communicative;
  • Creative;
  • Teamwork;
  • Digital Knowledge;
  • Presentation Skills;
  • Critical Thinking;
  • Financial Knowledge.

 

  1. Embracing the Flexible Workforce

“For most organizations, their workforce already consists of a combination of full-timers, contractors, freelancers and everything in-between.” However, we still have a big percentage of people who are working independently, a number that is growing even more this year.

These independent workers like the fact that they can work anywhere they want, when they want and are often happier than ‘traditional’ employees.”

Here’s a stat for you: “satisfaction levels for independents have never been as high as they are right now: 74% of independent workers say they are highly satisfied”. This is all enabled through technology, of course, because freelancers “can use their smartphones, have free internet available in a lot of (coffee) places, and freelance platforms. Especially when companies need to find skilled people urgently – and in an industry where talent is scarce – they’ll have to turn to freelancers, contractors, etc. to meet their needs.”

Take this into account: “working with freelancers can be a good way for a company to find out if they’d like those people to become full-time employees: if there is a mutual click, you may have found yourself a great new hire!”.

 

  1. Building and Sharing Your Mission

Nike, One of the biggest sportswear companies in the world, shared last year, in a bold way, their mission. They used a black and white photograph of NFL quarterback Colin Kaepernick as a part of its advertising campaign to celebrate the 30th anniversary of Nike’s ‘Just Do It’ slogan.

Of course, at the time, this created a lot of controversy, but this also brought awareness to the fact that “It’s important for brands to take a stance on certain political and social issues – a number that is probably going to increase even more with the next generation of shoppers”.

And the same goes for employers, as today’s job market is looking for “mission-driven employers” , in other words, they want people who wants “more than just a paycheck from the organization they work for”, they want to have a sense of purpose in their job. They want the candidates to be in the same level of values, as the company, and project, they are applying to.

 

  1. Hiring Gen Z

This generation ( after the Millennials, born somewhere between the mid-’90s and the mid-2000s) that begins, although already being part of the market for some time now, as intern and entry-level positions. Besides, they are finding their place in the market, and their knowledge in Digital is a must, so the recruitment of people from Generation Z will,  without a doubt, increase.

We can describe them in the following bullet points:

  • They are one with their smartphones;
  • Adapt to their (short) attention span;
  • It’s all about video;
  • Don’t forget about health & wellness;
  • Think about their growth.

 

With all of these amazing things being said if you want to succeed in finding candidates in 2019, think about these 6 points when considering your recruitment strategy, and your company strategy.

These are just some trends for the future, but it has arrived and we must be prepared.

So, for our next voyage, please be ready to travel, with all of these features.

Talk to you…real soon!

Bon voyage, and sayonara!

 

André Belchior
The Island Castaway

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