Recruitment trends for businesses to prepare for in 2020
by Heat Recruitment
At a time of political change, technological advancement and economic stagnation, it’s no surprise that we’re seeing significant shifts in the recruitment industry. It’s never easy to predict what we’ll see in 2020 – however, there have been a number of trends on the cards for quite some time.
This one will come as no surprise, as nearly half of UK employers are still worried about a shortage of skilled candidates. Perhaps the solution is shifting their focus from what they’ve been searching for to the resources available to us at the time. If your candidate pool is leaving you feeling a little lacklustre, it’s time to take a different approach. Is there someone with an unconventional background but a burning desire to learn on the job and the potential to progress into a leadership role? If so, you might just be in luck.
Attracting passive candidates
They’re notoriously hard to find and even harder to persuade to join your company, but passive candidates are often exactly what you need to fill an open vacancy. As they’re not actively scouring job sites, you’ll need to make yourself visible in other ways – and there’s a much higher chance they’re following you on social media. So, shout about why your company can offer them something better than they’ve already got and how you’ll help them fulfil their professional goals.
While we’re seeing technology advance at lightning speed, you’ll need to be prepared to nurture your new recruits and improve their confidence when working with unfamiliar technologies. Of course, the ideal candidate will bring an abundance of transferable soft skills and they’ll be digitally literate, but it’s vital that you remember that the perfect candidate may not be able to tick all the boxes as soon as they walk through the door.
Retaining your top-tier talent
Over the years, the concept of company loyalty has shifted – but the benefits of retaining your highest performing employees have remained firmly rooted. Providing incentives to lure them out of your competitors’ reach is often the way to go, particularly with Millennials. Some employees may be drawn to free childcare services or subsidised health insurance, but others may be more likely to be swayed by free drinks on Fridays and a buoyant company culture. Simply determine what’s most important to your workforce and then factor it into your retention strategy.
If you’ve been in the industry for some time, this is a term you’ll be familiar with – but its recent rise in popularity is no coincidence. Artificial intelligence may be streamlining the recruitment process, but it’s no substitute for establishing genuine, long-term relationships with passive candidates. Talent pipelining is certainly not a short-term solution, but in the long run it’ll set you apart from the automated algorithms.
If you need any assistance on improving your recruitment process we have put together an Employer Resource hub, with information and articles on recruitment and interview strategies. Or you can speak directly to one of our recruitment team.