Competitive pay, benefits, and flexible work schedules continue to be top considerations for workers. But no surprise to anyone has worked in hiring for any length of time, a key trend for recruiting professionals remains improving the quality of hires. In fact, 52% of recruitment professionals deem this statistic as a key metric moving forward (FinancesOnline). Successful recruiting professionals will need to continue to source candidates directly to build a robust talent pool through apps such as our all in-one-mobile recruitment platform.
HIRING GOES GLOBAL
But as you think about developing a talent pool for 2022 and beyond, experts also emphasize the continuing trends toward globalization and the opportunity to access qualified workers in multiple countries. Due in part to the accelerating pace of Baby Boomer retirements and other displacements due to Covid, businesses are struggling to find qualified hires. Successful recruiting firms are increasingly operating in manifold countries. Globalization increases the available pool of talent. Reaching these potential hires is easier than ever with integrated technology platforms.
MIND THE MILLENNIALS
A further trend to note is that by 2025, 75% of the workforce will be Millennials or those born between the years of 1977 to 1995. Millennials emphasize that they want fair pay and purpose. Employees who want fair compensation is nothing new but creating a sense of participating in a higher purpose in the workplace will continue to be a necessary part of the overall template that attracts the best candidates to apply. Lacking either one of these elements, Millennials are much more likely to leave a position than their older counterparts. Successful recruiting will effectively emphasize the connection between job duties and overall corporate contribution.
SEARCH FOR SOFT SKILLS
Requirements for excellent soft skills (such as collaboration, communication, and conversational skills, to name a few) have decreased by 20% even though 89% of hiring professionals say bad hires lack soft skills. The use of personal and professional references to screen candidates is one way to address a candidate’s soft skills. Social media is another option. Pre-qualifying can include viewing a potential candidate’s social media to look for red flags. Inappropriate content, information about drinking and/or drug use, criminal behavior, and, perhaps most telling of all, an unprofessional screen name may all indicate a level of immaturity and/or poor soft skills.
Our integrated recruitment platform can address all the issues created by these trends. Contact us today for more information and a free demo.