Before we talk about trends in recruitment and selection for the year ahead, I would like to remind you of March 2020, the first weeks of working from home and quarantine, when we had a meeting with all the people at 99Hunters via video conference. At that time, the focus was to keep our operations running, to keep our jobs existing! A sensible voice in our virtual meeting shouted, "Don't worry, it's going to be all right, we just need to adapt!" The first reflex was to agree, but still, there was a feeling of concern about the unknown scenario that was approaching. At that moment, if someone asked me to talk about trends for the recruiting market for the coming year, I would say: survive!
The year 2021 was a year of adaptation and learning. The use of new technologies and tools for recruitment was already a trend, and their large-scale adoption was anticipated by necessity. Geographic barriers have become less relevant as well, as numerous companies have adopted remote work during the pandemic and many intend to maintain this regime even with the end of restrictions. Here at 99Hunters we did a lot of testing, we got it right, we got it wrong and, above all, we learned a lot, in addition to having a record growth in the year. Now that we are almost entering the last quarter, it is possible to have an idea of the challenges and opportunities that await us for 2022. For this reason, we want to share with you 6 trends for the recruitment market that can guide your strategies for the next year:
#1 Candidate experience
Considering that, nowadays, most interviews are carried out remotely, it is essential that we rethink the experience of candidates in the selection process. A culture of constant feedback at all stages of the process is crucial and this communication must be clear and precise. Unlike a traditional selection process, which uses less sophisticated technologies (telephone, email, spreadsheets), a process conducted remotely requires knowledge of some more advanced technologies. The people who will manage remote processes must be well trained, in order to extract the maximum from the tools used and maximize the results obtained. It is also important to anticipate any difficulties that these candidates may have when participating in the process, with instructions for using the videoconferencing software.
The objective should be to build a highly positive experience for all people participating in the process, including those who are not successful in it. Creating a welcoming atmosphere for an interview will make the person interviewed feel more comfortable showing their perspectives, making it easier to assess the profile. According to a survey conducted by TalentLyft in 2020, providing a positive experience makes 95% of people consider participating in other processes with the company in the future and also makes 97% of people nominate more candidates to participate in the selection, which makes the selection process a great opportunity to spread the company's culture and values.
#2 Diversity and inclusion
Talking about diversity and inclusion in recruitment and selection is extremely necessary. Not only as a matter of social justice, equality, and the evolution of society, but mainly because it is a focal issue for recruitment and selection: companies are very keen to set up diverse teams. Organizations are realizing the benefits generated by a plural team and valuing individual differences in culture, ethnicity, gender, sexual orientation, age, and religion.
According to a study by Você RH magazine with around 300 Brazilian companies, 97% of them intend to maintain or expand their investments in D&I. And this happens precisely because it also brings results to the business. In another study conducted by McKinsey & Company of 700 publicly traded companies on the state of corporate diversity in Latin America, it was concluded that companies perceived by employees as having gender diversity are 93% more likely to outperform their peers. their peers in the industry. The study shows that at these companies 63% of employees indicate that they are happy at work, compared to just 31% at companies that are not perceived as committed to diversity. People feel more secure and admire inclusive companies more, which reduces the turnover rate and makes the company more desirable and well-regarded in the market.
#3 Strategic HR and data-driven
In recent years we have seen HR moving away from a more administrative core to increasingly become a business partner and have a much more assertive and strategic participation within the company. And for this, it is essential to rely on data and indicators for planning organizational strategies. Data-driven management makes HR increase the efficiency of its main KPIs, reduce the cost and time of hiring and increase the effectiveness in choosing candidates.
HR is not only responsible for recruitment and selection, but also for retaining talent, creating an employer brand, and disseminating the organizational culture. Investing in recruitment and selection partners and technologies, such as 99Hunters, a marketplace with thousands of headhunters, can streamline your selection processes in a much cheaper and digital way when compared to traditional consultancies, in addition to guaranteeing more qualified candidates, which makes so that HR can focus on the company's most important asset: people.
#4 Employer Branding
The popularity and reputation of a company are very important in the search for the best talent in a market as competitive as the current one. If the perception that people have about working in an organization is positive, it becomes more attractive to professionals. In union with other sectors of the company, such as marketing and communication, HR can contribute to transforming the organization into a reference as a place to work.
However, the advantages of working with employer branding are not restricted to the image that the market has of the company. There are measurable results that are quite relevant. In a survey conducted by LinkedIn, using the platform's own database as a reference, the most desirable companies experience a 43% reduction in the cost of hiring, compared to less desirable organizations, and also have a 20% higher growth rate.
#5 Recruitment for technology
If in recent years the technology market was already overheated, during the pandemic we witnessed a real boom, which made IT professionals even more harassed by national and international companies.
The market has a very high demand for these professionals, which grows at a much greater rate than our capacity to train these people. According to a study by Brasscom, the shortage of professionals could reach 260,000 by 2024. This is all reflected in the recruitment market and makes tech recruiters also experience a great appreciation of their passes. We've already seen it happen this year and we know it's going to intensify a lot next year. Recruiters who have experience and skill in technology-focused recruiting will find a very hot and attractive market in 2022.
#6 active hunting
Active hunting is based on mapping the market, focusing on the ideal profile for the open position. Headhunters will approach professionals according to the need for the vacancy, regardless of whether or not they are looking for opportunities in the market. And this is the big difference between passive hunting, which is the one in which the candidate arrives at the opportunity, through job posts or advertisements on social networks. With a limited reach to the people who saw the job ad and no control over the number and profile of applications, passive hunting has been used less and less to search for professionals both for strategic positions and operational positions.
At 99Hunters, for example, we have up to 7 headhunters specialized in each job, who actively search through networking and social networks and connect the most adherent professionals in the market to your vacancy in a few days.
So, is your company already on top of all these trends for 2022? Do you believe that a partner like 99Hunters can help you put them into practice?
No Comments Yet
Let us know what you think