7 Hiring Trends That Will Continue Shaping Recruitment in 2021

  • AI tools are now redefining hiring processes across the globe.
  • Organizations are no longer held back by the applicant’s location; they hire from anywhere in the world.
  • Soft skills make up for most of the skills gap in the labor market.

With large scale layoffs and pay cuts across the globe, 2020 was a year of sea changes in the labor landscape. Most industries had to encounter unusual demands and a shift in trends and policy changes. Though the labor market seems to have gained momentum in 2021, finding a job could still be a daunting experience this year. If you are an active job seeker looking for a career switch or a graduate who is about to enter the job market, it is very natural for you to feel discouraged.

While things might seem a bit hostile, all is not lost. To be on par with your labor landscape’s requirements and to adapt to changes, it is necessary to be familiar with the most prominent recruitment trends in 2021.

7 Hiring Trends That Will Continue Shaping Recruitment in 2021

Here are 7 trends that will continue to shape recruitment in 2021:

Unlike humans, machines are not colored by beliefs, prejudices, or preferences.

1. Use of Artificial Intelligence for Automated Hiring

With the integration of Artificial Intelligence into all industries, the way services are delivered and accessed has undergone a huge transformation. The same goes for recruitments; the pandemic has nudged recruitment processes towards automation. Automation of hiring depends mainly on machine learning and data analytics. The use of AI tools lowers human biases in hiring and promotes diversity in workplaces. Unlike humans, machines are not colored by beliefs, prejudices, or preferences.

A post-COVID economy is certainly competitive. This means more people will compete for fewer slots, which, in turn, makes it difficult to pick the best candidates from the applicant pool. From recruitment conversations to profile screening, AI tools are now redefining hiring processes across the globe. Chatbots can now analyze the personality traits of a candidate from their answers to standard questions. Machine learning is also leveraged to make decisions; AI can now rank candidates by reviewing thousands of profiles and thus save time.

2. Remote Hiring

With social distancing and the surge in COVID-19 cases, the global workforce is more virtually connected today, than it is physically. Most organizations have made peace with the fact that they do not require all of their employees to work from the office. The same goes for recruitments. Face-to-face interviews are no longer the norm; recruiters now stick to virtual tools to connect with candidates. Organizations are no longer held back by the applicant’s location; they hire from anywhere in the world, provided the candidate has the required infrastructure to work from home.

3. Preference for the Digitally Literate

According to LinkedIn News senior editor Andrew Seaman, in the next 5 years, there will be 150 more new jobs in the technology sector. With almost no physical interaction, organizations have bettered their digital agenda to stay resilient, which makes digital literacy the need of the hour. Can the applicant attend the interview virtually? If they crack the test, do they have the right facilities to work from home without hassles? Does their internet connection have enough speed to deal with fast-paced work environments? These questions are now as relevant as the skillset the applicants come with.

4. Demand for Soft Skills

Soft skills make up for most of the skills gap in the labor market. With ever-evolving demands and trends, employers now need to find out if the candidates have what it takes to flourish in a challenging environment. Some of the most attractive soft skills in the job market include collaboration skills, problem-solving skills, and effective communication skills. The pandemic has also taught us resilience, determination, and flexibility; employers are now looking for applicants who can apply these qualities in work environments.

5. Use of Virtual Hiring Tools

Virtual hiring tools help recruiters carry out the hiring process without breaking the social-distancing protocols. From sourcing talents to selecting the right candidates, these tools save time and help organizations conduct recruitment processes cost-effectively.

Psychometric tests are now used as a recruitment tool to understand how a candidate would cope with remote working and social distancing. They also help employers analyze the personality traits of candidates so that they can empathize with them better.

Applicant tracking systems, screening bots, and cloud-based communication applications are also some common virtual hiring tools. They simplify onboarding and enable a contactless, paperless, yet smooth experience for candidates.

55 percent of job searchers believe that social media is the best tool available for their job hunt.

6. Use of Social Media as a Recruitment Tool

55 percent of job searchers believe that social media is the best tool available for their job hunt. 84 percent of recruiters use social media handles for hiring. Most organizations leverage popular social networking sites like Facebook, Twitter, Instagram, and LinkedIn to post openings. With a detailed description of various job positions, these websites are useful and laden with opportunities. They use hashtags and advertisements to get more exposure. LinkedIn still continues to be one of the most popular and trusted professional networking sites where recruiters can directly communicate with talents.

7. Maintenance of Talent Pools

With the pandemic on loose, organizations were forced to revamp their talent acquisition strategies last year. A study conducted by Ardent Partners says that 70 percent of businesses prioritized talent pool maintenance in 2020. A talent pool is a database that maintains the list of the top job applicants, sourced candidates, referred candidates, candidates who volunteer to join the pool, and so on.

Though talent pools had been around before the pandemic, they have found more relevance in the post-COVID job market; companies depend on external workforces as much as they depend on their in-house talents. 2021 is going to have companies use talent pools for easy hiring as well as to engage with talents who are willing to join the workforce.

Job hunting in 2021 might seem intimidating, but the trick is to not let the pandemic stop you from looking at the brighter side of things. There has been an inspiring shift from quantity to quality; employees now feel liberated from their 9 to 5 routine and focus more on getting the tasks done rather than the hours they put in. Keeping up with the trends and being open to changes will help you embrace the dynamics of the current labor market.

Amelia Emma

Amelia Emma is Content Manager at GreyCampus
https://www.greycampus.com/

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