Recruiting Predictions 2020 – Part 2

Peter Weddle

By Jessica Miller-Merrell on the Talroo blog

Part 2 of 2

It is no secret our workplaces are changing especially in how we engage, recruit, train, and plan for the human capital that supports our businesses. Whatever the reason, talent is top of mind not only for talent acquisition leaders but increasingly executive leadership. A 2019 CEO Report in its 22nd year released by PwC found that CEOs are increasingly concerned about skill gaps in their organization seeing the lack and availability of key skills as a barrier to their businesses’ growth.

In looking forward to Workplace 2020, leaders see an even more competitive business and talent landscape with more ways than ever to engage, recruit, and reach top talent. What trends do talent acquisition experts believe recruiters should focus on in their recruitment planning to 2020? Our expert roundup features predictions by trends focusing on the bigger picture of business into Workplace 2020 and beyond.

According to Deloitte’s 2018 Human Capital Trends report, the research firm identified five top trends that human capital leaders should look towards. Based on our own experience at Talroo and our talent acquisition experts included here, we’ve added a sixth focus you’ll see below. These trends include:
1. Symphonic C-Suite
2. People Data & Processes
3. Careers to Experiences
4. Well-being & Culture
5. Hyper-connected Workplace
6. Technology

Last week, I covered the first three of Deloitte’s Human Capital Trends. This week, I’ll cover the remaining three.

Trend #4 – Well-being and Culture

Well-being starts with a culture that aligns an employee’s personal interests, personality, and social causes. This culture is more than employment branding or recruitment marketing, however, a company’s culture awareness is critical to an effective talent acquisition as part of the larger employment life cycle. Keep in mind that in order to retain our talent, this means providing them with opportunities to increase their own well-being through learning, development, and personal as well as professional growth.

“My prediction has to do with HR and recruiting together! I think companies are going to need to really focus on defining their culture in words that reflect who they are. Culture has moved from free snacks and ping pong to values (communicated with words that a lot of people use). It’s now something every candidate asks about and surveys show people leave bad cultures (not jobs or managers). But we will need to define what our individual culture is and, more importantly, how we actually demonstrate that every day. This will be the competitive advantage for attracting great candidates and retaining our best team members.”
Karen Weeks, VP of People for Ordergroove

“My prediction is that people will reskill themselves at unprecedented levels in order to remain competitive in the workplace. This will mean taking advantage of job sharing programs their employer may offer, subscribing to online education platforms like Lynda.com or Udemy, and/or downloading multiple emotional intelligence apps and learning from them as well. Candidates with a propensity towards life-long learning and high emotional intelligence will be in the highest demand and companies will have a difficult time retaining them.”
Jim Stroud, Consultant for jimstroud.com

“HR, as a function, will move back to basics: How to provide purpose to employees to help them grow and be productive, with artificial intelligence, systems and data supporting the other aspects of the function. The recruiting function will increasingly work on removing the false positives that artificial intelligence is throwing, thereby improving the candidate predictability.”
Amit Avasthi, Head HR Emerging Markets for LTI

“Politics from Washington DC will begin to have a greater impact on the workplace. Executives and staff will start to take visible positions on immigration, taxes, ACA, and harassment. HR will need to play a larger role as facilitator, peacekeeper, judge and jury…”
Mark Fogel, Managing Partner for Human Capital 3.0

Trend #5 – Hyper-connected Workplace

In a workplace where communication channels and tools are mirroring consumer products, service, and service levels, employees and candidates alike want access to reports, data, information, and resources as well as their peers and colleagues. In talent acquisition this means anticipating those frequently asked questions that your candidates have before they happen and providing them with the tools, resources, and information to get their questions answered throughout the candidate engagement process.

“2019 and 2020 will be years of digital transformation in HR and talent acquisition departments across the country. In an era where so much technology exists to serve every aspect of the hiring process from top-of-funnel to onboarding, leaders have finally realized that automation and digitization of candidates and employees is a must have in order to compete in the war for talent. From self-service HR tasks to programmatic distribution of jobs, the time to modernize your HR and talent acquisition functions is now.”
Chris Russell, Managing Director of RecTech Media

“2019 and beyond will be the year(s) of practical AI. We heard so much about artificial intelligence in 2018, but most of the conversations were hype or general concepts, not practical applications that move the needle for today’s business leaders. A focus on practical AI will change that.”
Ben Eubanks, Principal Analyst of Lighthouse Research & Advisory

“We are following consumer trends as employees and candidates with expectations that companies and our employees are available to connect, engage, and respond quickly to our questions, concerns, and requests. As talent acquisition leaders, it’s not enough to simply engage our candidates with automated messages and chat bots, but the experience is becoming mature, evolved, and sophisticated as the demand for talent shows no signs of slowing. This means going beyond standard recruitment marketing automation and creating a highly customized and engaging experience for the job seeker from the moment they visit the career site until the moment they arrive for employee orientation and throughout their time as a gig worker, employee or contractor.”
Jessica Miller-Merrell, Chief Innovation Officer at Workology

Trend #6 – Technology

What types of technologies will be the driving force into recruiting 2020? Our experts have outlined a few including chat bots, artificial intelligence, video interviewing, and other targeted candidate technologies.

“Chatbots will be the new feature required to be ‘mobile friendly.’ They’re already being built into almost all talent CRMs and recruitment marketing platforms as a standard feature. It will be ubiquitous in that, if you aren’t doing it yet, you are below the line of ‘best practice’ when it comes to candidate experience and front-of-funnel engagement tactics. Also, machine learning and artificial intelligence will begin to move upstream from where they are currently, which is mostly being utilized in sourcing and talent matching to assist with quicker and more personalized onboarding, employee retention/engagement, and performance management.”
Will Staney, Founder and CEO of Proactive Talent

“In 2019 and 2020, recruiting will look to double down on tools and technologies that use artificial intelligence and machine learning, which will become even more commonplace. We’ll also see more marketing techniques and technology to support recruiting and HR efforts. We’re already seeing quite a few tools incorporate drip/nurture campaigns, which marketing has been capitalizing on well before recruiting. There are no longer job seekers, there are job shoppers. The recruiting industry will have to adapt to this type of behavior.”
Arron Daniels, Senior Recruiting Sourcer for HEB

“The complete candidate experience is what is going to set companies apart. I know this has been talked about in previous years, but now it is a critical differentiator. Once company leadership understands that fully, their competitive edge will increase. The days of thinking ‘candidates should be grateful to interview with my company!’ are gone, even for name-brand companies. The candidates know this too, so invest in your candidate experience. Make sure it’s high-touch and high-service. Video interviewing will gain even more momentum and will become more of the norm.”
Mara Flores, Head of Talent Acquisition for NSS Labs, Inc.

Looking ahead

It is an exciting time to be working in recruiting and Recruiting 2020 will be here before you know it. Understanding and navigating trends like these is critical to stay ahead in this competitive talent landscape.

What’s your prediction for Recruiting 2020? Send it to peterweddle@tatech.org, Subject: 2020 Predictions and TAtech will publish a selection of the best in the next issue of TAprose.

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