Recruiting Predictions 2020

Peter Weddle

By Jessica Miller-Merrell on the Talroo blog

Part 1 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

Using the Deloitte’s Human Capital Trends report as a guide, we’ll organize and feature our experts using their advice as a guide.

Trend #1 – Symphonic C-Suite

A unified organization starts at the top and our talent acquisition experts agree. Deloitte research found that an organization and it’s leadership that have clear goals and cross-departmental collaboration helps the organization, especially in talent acquisition and recruitment.

“A few brave companies will split recruiting from HR (they have radically different approaches and philosophies, and tend to hamper one another). They will move recruiting to report directly to the CEO or directly to the business. This will lead to dramatic increases in speed, process improvements, and new metrics that align to the business. One year later, these companies will be the famous case studies everyone is talking about and thinking about emulating.”
James Ellis, Employer Brand Consultant at Proactive Talent

“I may be biased, but the most consequential new development of 2019 will be the new capabilities around the implementation and optimization of cross-channel recruitment media, and the related next-level algorithmic and programmatic approaches that are now making the impossible possible. Employers who store the entire path-to-hire candidate experience data set instead of just a limited ‘last-click’ media attribution credit model, will now be able to see and act upon a much fuller picture of what’s really driving quality applicants and hires for each job type and in each location, in an increasingly tight employment marketplace.”
Sean Quigley, VP Media for Symphony Talent

“HR’s role is becoming more deliberately tied to empowering the business to get work done. Finding solutions to enhance collaboration and performance from teams and, in turn, overall productivity is something that will be increasingly on the minds of leaders everywhere. Underlying this will be a focus on inclusion, diversity and equity.”
George LaRocque, Principal Analyst & Founder #HRWins

Trend #2 – People Data & Processes

In Workplace 2020, the data is driving our decisions in how we reach, engage, and retain our talent. This people data helps align talent acquisition with the business, but also provides our business leaders with information to understand patterns that exist improving our decision making, forecasting, and workforce planning.

This access to people data not only helps propel business planning and decision making forward but helps in finding ways to streamline recruitment with technologies like artificial intelligence.

“Data-informed decision making is no longer a nice-to-have – it’s mandatory. Now more than ever, we are using data to help us message effectively to our target audiences through employment branding initiatives; influence our media spends programmatically; and optimize the candidate experience through audits. Leveraging the data available often results in more quality hires, improves the candidate experience, and reduces the cost per hire.”
Joe Shaker Jr., CEO for Shaker Recruitment Marketing

“More companies will focus on increased efficiencies and expediency. In a growing number of cases, due to significant reliance on newly available technology, the focus will be on processing candidates through attraction, application, assessment, and hiring process. Additionally, depending on the skill sets being targeted, some companies will be maximizing marketing tactics and engagement tools with aspirational candidates; that is, candidates not necessarily contacting a company for a specific immediate job opening, but interacting with the company with the goal of remaining in contact for possible consideration for job/career opportunities in the short or long-term future. Through this process, companies will reach beyond passive, impulsive prospects to a more highly-qualified base of prospects attracted to their specific employer brand attributes and documented career path.”
Mike Temkin, VP Strategic Planning for Shaker Recruitment Marketing

“The trend for the future is to streamline recruiting processes, making them more manageable. With all the data and moving parts, we now have more input and tasks, yet fewer people to do them. So-called artificial intelligence may be able to help in streamlining all of this, so the question we need to ask is how will this new version, or new feature, or new product reduce friction in our existing processes? How will it help us make sense of the data? How will it help us integrate the data with our current workflows? Most importantly, how will it directly contribute to improving productivity and performance? How will this process leverage the data we already have and, in an automated way, make recommendations that will reduce friction and streamline what we need to do?”
Shally Steckerl, Founder of the Sourcing Institute

Trend #3 – Careers to Experiences

In talent acquisition, our industry tends to follow the lead consumer trends 24-36 months, and that includes the shift towards “experiences.” We see the shift happening as consumers with like brands like Apple, Amazon, and Nike. These iconic companies aren’t selling just a product or service, but a lifestyle and experience. In talent acquisition, candidates are moving from careers to experiences aligning themselves with social causes and cultures that suit the lifestyle and personality of the candidate.

“I predict that organizations will keep moving to a more intentional, human-centric culture. This isn’t ‘new,’ but it is being recognized as our reality. HR will need to be more human-centric, even in the midst of automation and technology.”
Steve Browne, VP of Human Resources at LaRosa’s, SHRM Board Member

“In 2019 and beyond, we will continue to evolve the way we think about work, delineating the work to be done by activity. What’s the task? What’s the outcome? What skills are needed to bring it to completion? For example, you don’t need to hire a full-time designer to produce a handful of web pages, but you do need the dedicated attention of someone who is skilled in design, and you need some time from a person who is skilled in programming. A full-time employee or contractor may not be needed. Instead, the task can be owned as a piece of the work portfolio by any available talent, whether an external flexible worker, current employee, or potential new employee. This has been referred to recently as a ‘total talent’ view of work, but I like to call it the universal workforce.”
Craig Fisher, CMO of Allegis Global Solutions

“With an unemployment rate lower than 4 percent, which is the lowest it has been in almost 50 years, smaller companies and startups will need to get creative in order to attract top talent. Gone are the days when free food and a cool officevibe were enough to draw potential employees to consider joining your company. I predict perks like tuition reimbursement and generous work from home policies will become more standard.”
Lacey Garner, Head of People Operations USA for Shopgate

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