How Will the Recruitment Industry Change Over the Next 10 Years?
The incredible speed of changing technology has influenced almost all work spheres and the shift can already be felt strongly in accessing human resources and formulating recruitment processes.
1.The AI Factor
With artificial intelligence and automation coming to the forefront of human existence, there is little wonder that there’s going to be a lot of changes in the job titles to come. Sure, there’ll be the presence of the human element in the specialized and senior recruitment sections. But a major part of the basic manual tasks is sure to be taken over by AI. The major positive aspect of this process is going to be the cutting down on the time-consuming and lengthy recruitment processes. The use of chatbots is already popular with recruiters that are soon set to be taken over by AI ushering candidates towards the type of job that they are looking for and match them with that of the employers’ expectations.
2.Influence of Algorithm and Analytics
Analytics and algorithm come in next. Companies are increasingly making use of software that can sort applicants and even target potential candidates on their handheld devices. This is sure to be a shift from the traditional phone call and face-to-face interview methods to a more digitized method. Software algorithms are set to identify the potential candidates and shortlist them before getting in touch with them. This promises more gender-neutrality and bias-free hiring of the right candidate for perfect for the post.
3.Jobs for roles
Jobs are no-longer viewed as jobs for life but jobs for roles. Gone are the days when an employee served the same company for 20 or even 30 years that fetched her/him the long-standing service award. Today, serving a company for 3 years is seen as a long-term association! The trend among candidates is not just looking for the right company but also the precise job role. Recruitment costs money. And in this changing scenario, it is the responsibility of the recruiters to convince the potential candidates of giving the right lattice of jobs within a conducive work culture. The prospective shifts and the beneficial roles within that culture should have been strong motivations for the candidate to commit to the company – real long-term.
4.Testing the learning curve
Given this scenario, the stress is going to be on picking people with greater learning abilities and adaptability. Candidates are sure to be tested for their quick adaptation to the new situation, the ability to gather a range of information and get more creative within the company. The lookout is going to be for a fluid workforce that is capable of moving horizontally, vertically and diagonally within the company carrying out a variety of jobs within the company. This in fact, just complements the shifts that candidates seek in their job-roles.
5.Finding the right company
This brings us to the eventual point of candidates finding the right employer and not vice versus. Employers must assure the best candidates that the company is the place where she/he can spread the wings and attain not just what the profession promises but also gives promises the possibilities of immense personal growth and learning. Candidates are set to design co- working spaces that offer them the best work culture and perks.
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