It is obvious that the professional recruitment field is undergoing a metamorphosis. The development of new technologies, the democratization of the cloud, changes in working habits… All the conditions are in place for recruitment to be profoundly and lastingly turned upside down, just as our parents did.
The challenges ahead are far from negligible. And that led us to ask the question: what will the recruitment of the future look like? And by “future”, we simply mean in a few years, by 2020-2025, when the HR revolution will have borne fruit. Let’s look ahead…
The digital era has taken hold
Paper resumes have been off the desk for a long time! Electronic CVs have replaced them, and now the most modern candidates simply share their profiles on social networks such as LinkedIn, Facebook, Twitter, Instagram etc. Others create websites to showcase their skills.
Executive Recruiters, on the other hand, use social networks to move from profile to profile. Today, it’s not only the skills on paper that count. In increasingly agile companies, it is the personality of the candidate that takes an important place in professional recruitment. What do companies want? Creativity, adaptability, quick comprehension, team spirit, leadership, communication, etc. This is why it is no longer just a question of checking the professional experience of candidates. In any case, nowadays when a new employee joins the team, most companies schedule training sessions to bring their recruits up to speed, so there is no point in relying on these pure skills.
The cover letter
Usually, the CV goes hand in hand with the cover letter. Well, as a result, it turns out that it, too, is no longer necessarily popular. It is becoming increasingly rare. From now on, the new generations have adopted the video format (among others). Executive Recruiters see an advantage to this change because they can view the video capsules of the candidates they are interested in, and capture more precisely their motivations and skills than on paper.
A different way to recruit
The famous Applicant Tracking Systems, or candidate management systems, have established themselves even in small and medium-sized companies. It is difficult to do without them, as they allow you to automate, channel and centralize recruitment. All you have to do is write the job offer, it is automatically multicast, and the executive recruiter receives applications that he sorts, shares, comments… The candidate database is thus built up in just a few clicks. In addition, some employment platforms have developed precise algorithms that send the candidates that might be the best match to executive recruiters directly: this is closer to “mobile dating” than executive job search!
Thanks to a little pre-programming, some TTYs can even automatically send personalized rejection emails to candidates who have not had the chance to win the hearts of executive recruiters.
We’re all recruiters
The time of the human resources manager as the sole recruiter is long gone. Today, thanks to the ease of use of ATSs in the cloud, we recruit as a team, with managers, employees, people who know their jobs well, but who are not professional recruitment specialists at all. And yet, it works perfectly: the candidates recruited are of better quality, the bonds within the teams are strengthened, and the company’s image is improved.
In fact, we’re almost witnessing a uprising of recruitment! All employees have installed an application such as JobScore, Saba, SurveyMonkey etc. on their computer and submit to their HR managers, with one click, the professional profiles of trusted people in their entourage, to fill vacancies in their company. Co-option has become one of the main sources of applications, employees feel valued and the recruitment process has finally become efficient and fast.
The head of recruitment is a coach
Automation and digitization, with TTYs and co-optation tools, allow recruitment managers to no longer waste their time in activities with no added value (posting ads, sorting e-mails, managing Excel spreadsheets, etc.). They have thus been able to reorganize their work and focus on a more active part, such as representing the company outside, at job fairs, schools, etc. At a distance, on their computers or tablets, they continue to work, to look at applications, to respond to comments from managers who have conducted certain interviews…
Then he can finally take the time to focus on the statistics, all the data that will allow him to understand what to do or not to do to improve professional recruitment in his company.
Many digital tools have now been developed to help recruiters. Of course, there are ATSs to help in the management and processing of applications upstream, but there are other tools that can be used at any stage of the recruitment process.
These include conversational agents (chatbot), scraping software to retrieve all your candidates’ information via social networks, cognitive recruitment assistants, video interview platforms, etc. There are several types of futuristic tools that will gradually become established.
But don’t worry, although technology is becoming more and more integrated into the recruitment process, this is only positive because it allows you to save time on non-priority tasks.
Situational awareness has become commonplace
Over the years, studies have shown that traditional, face-to-face question and answer interviews are not as effective as previously thought in finding the best candidates. These interviews showcased the most outgoing personalities, but did not necessarily reveal talent. As a result, situational scenarios became more democratic. Not just hypothetical scenarios, which ask the candidate to tell the story of his or her experiences, but real scenarios.
For example, when recruiting for Web jobs, hackatons are now a must and have sometimes become real festivals, with dozens of job offers in companies. Also, it is common for a candidate to spend an hour or two in a company with a dozen other candidates to do a cooking workshop, to assemble a piece of furniture kit, or to participate in an “escape game”, etc.. This kind of practice could seem out of step until the recruitment managers understood that it was one of the best ways to observe the soft skills of the candidates: their communication and teamwork skills, their patience, their attitudes towards an unusual situation.
Recruitment has changed because the job has changed.
Yes, the labor revolution has taken place and has changed the way we recruit:
- Hiring managers and supervisors now regularly have to build teams with employees who will work remotely. Teleworking has become a must-have solution for many companies, as the resulting savings are substantial, especially with the soaring commercial rents in the city! It is therefore necessary to manage the recruitment of employees who will only come to the office once a week, or who may never come.
- The recruitment of freelancers, self-employed workers, has also become commonplace. These are qualified and specialized workers who come to fill specific needs in the company, and who allow entrepreneurs to surround themselves with professionals easily, quickly and with more freedom on each side.
- To avoid technical unemployment in off-peak periods, human resources managers have also developed labor sharing. An employee works, for example, in two local companies, depending on the needs. As for freelancers, dedicated recruitment platforms have been created to facilitate these new ways of recruiting!
Focus on the employer brand
Recruitment, like all other areas of the company, is now at the service of developing the employer brand. To put it plainly, recruitment has become marketing: you have to know how to “sell” the company in order to be able to attract applications from the best talent. It should not be forgotten that we are short of talent, which forces companies to be, more than ever, in a “talent crush” approach to attracting candidates. The trend and the candidate/recruiter relationship is totally reversed, and it is important to take this into account for your future HR strategies.
On the other hand, from the recruiter’s point of view, taking care of the company’s brand image means ensuring the fluidity of the recruitment process, showing the professionalism of the company and the good atmosphere that prevails there. Candidates, even those who will be disqualified, must have had an excellent recruitment experience, thus becoming positive vectors of the company’s image. Also, through cooptation, employees build the employer brand and are its standard-bearers on the outside.
Finally, right from the recruitment phase, the company focuses more and more on the well-being of its employees, to the point of using tools to measure it. The well-being of teams has become as important a factor as productivity or turnover, simply because we have come to understand that it is all linked. As a result, from the very beginning of the process, recruiters focus on ensuring the well-being of candidates and giving them an insight into the good working conditions in their company. It is a long way from the time when the recruiter tried to make the candidate feel uncomfortable just to supposedly see his or her reactions.
To conclude, don’t forget to survey the market in order to notice these regular evolutions and therefore adapt your professional recruitment accordingly.