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Staffing & Recruitment Trends in 2020 (Post COVID)

Staffing & Recruitment Trends in 2020 (Post COVID) 626 417 soaltechadmin

TALENT DISCOVERY & ATTRACTION

On average, recruiters are actively sourcing for 65% of the open roles in their organization.

This number varies by industry:

  • 80% Financial Services
  • 59% Healthcare
  • 68% Technology
  • 72% Automotive
  • 73% Retail
  • 65% Media & Entertainment

Inbound applications in decline

20% of recruiters are actively sourcing for ALL OPEN ROLES in their organization
Problem: Scalability

  • 83% of recruiters rank Passive Sourcing as an important source of hire.
  • 55% of recruiters rank their ATS/CRM as an important source of hire.
  • 78% of recruiters believe that Data intelligence would make them more successful at their job

CANDIDATE OUTREACH AND ENGAGEMENT STRATEGY

  • 59% of recruiters Track REPLY RATES as a key performance indicator for
    candidate outreach
  • 77% of recruiters say it takes over TWO EMAILS to get candidates to engage.
  • Recruiters spend up to 10 HOURS/WEEK on outreach to passive candidates.

“The challenge is no longer finding candidates, it’s convincing them to make a change. When talking to candidates, don’t just list off soundbites of why your company is so great. It’s important to convey why that is important to you, as it will translate to why it should be important to them.” – Jim D’Amico, Global Head Of Talent Acquisition

CANDIDATE EXPERIENCE

Industry Spotlight

Does your team measure candidate experience?

  • 67% Financial Services
  • 50% Healthcare
  • 60% Technology
  • 33% Automotive
  • 62% Manufacturing

“Over the years, candidate experience has evolved from a theory to a best practice, to a requirement. Long gone are the days of spamming candidates, not delivering proper feedback, and treating candidates like a number. In a candidate-driven market, our behaviour towards applicants is just as imperative as our behaviour towards our colleagues. Candidates no longer request a red-carpet experience, they expect it. The influence of a candidate is formidable, and it will only flourish over the years. If you aren’t measuring the impact of candidate experience today, then you are setting yourself up for an indeterminate future.” – Shannon Pritchett, Managing Director, CareerXroad

Source: Human Resources Today

The shareability of candidate experiences will take centre stage

By delivering a positive candidate experience, you significantly boost candidates’ probability of choosing to join your company. Now, inspiring candidates to share their experiences on social platforms like Glassdoor will be a vital trend for your recruitment marketing strategies. Also, research suggests that there is a clear correlation between your recruitment marketing efforts and where your company stands on these social platforms.

The focus will be less on job alerts and more on targeted content

The practice of having candidates sign up for job alerts and sharing notifications whenever there is a vacancy is on its way out. It’s more advisable to position the employer brand and its value proposition – instead of the job role – to the candidate as the key draw. That’s why the number of job alerts has steadily fallen since 2016, as suggested in the aforementioned SmashFly report, making this a trend to keep in mind for recruitment marketing in 2020.

Source: Mustard

Focus on Ethics and Culture

According to research, more than 75% of job seekers these days would take time to research a company’s reputation and brand before they decide to apply or accept a job offer. Companies with a bad reputation will not only struggle in attracting potential candidates, but they will also have a hard time retaining the right employees.

Source: Career Metis

Remote work

Flexible schedules and work-from-home policies are turning into one of the most sought after benefits that job candidates look for, and organizations need to adapt to the work aspirations of their employees.

That’s why we increasingly see more and more fully-remote companies. By allowing people to work remotely, companies are also increasing their talent pool because now they can access global talent without the limitations of geographical boundaries.

As such, we will see an increase in the use of tools and technologies that help manage remote teams, including virtual offices, augmented and virtual reality work environments, as well as advanced multi-media communication tools.

Source: HR Technologist

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