Recruiting trends, like so much in life, have been altered dramatically during the past year by Covid-19 and its repercussions. As described by the Society for Human Resource Managers (SHRM), the pandemic has been a “historic change agent” as “virtually recruiting and onboarding a remote workforce have become the norm for many.”
How will the talent acquisition landscape continue to evolve in 2021? As reported by SHRM, a LinkedIn survey of more than 1,500 talent professionals from 28 countries identified key trends to expect, based on data generated by the social platform’s 760,000-plus members. As this year progresses, you will likely hear more and more about:
Virtual Recruiting Technologies
According to industry experts, a hiring process based on best practices of both virtual and in-person methods is here to stay. This theory was verified by 70 percent of respondents to the LinkedIn survey.
As noted by Candace Nicholls, SMRM-SCP, senior vice president of people and workplace at online staffing platform Snapagap, “even for businesses that resume in-person operations … virtual and automated interviews will … replace many in-person touch points, helping to accelerate timelines while also providing a critical layer of safety as we continue to observe social distancing rules.”
Development of Internal Talent Pools
LinkedIn survey data confirms that companies’ internal mobility is up 20 percent since the start of the pandemic. At the same time, 50 percent of respondents said they expect to have to cut their recruiting budgets this year, while 66 percent anticipate that their learning and development budgets will either increase or remain steady. Given this scenario, it’s likely that many employers will build their workforce in 2021 via increased internal changes and promotions – often tied to reskilling or engaging current talent, versus extensive external recruitment.
Diversity, Equity, and Inclusion
Workplace diversity isn’t just a “feel-good” initiative, but a critical one, as noted in a LinkedIn survey summary. Seventy percent of job seekers polled said they wanted to work for a company with a demonstrated commitment to diversity and inclusion. And 47 percent of talent professionals told LinkedIn they felt hiring managers were not held accountable enough for interviewing a diverse candidate slate.
The forecast is that in order to succeed, recruiters will need to work harder this year on removing arbitrary barriers to diversity, such as educational requirements for some positions.
There will also be a greater focus on removing hiring bias. As stated by Cheryl Roubian, vice president of people at Greenhouse, “this is far from being a new idea, but the confluence of increased awareness, the availability of talent, and geographic flexibility will continue to amplify the importance of investing in the right tools to build more diverse teams.”
No matter what the hiring picture looks like going forward, it would be best if you still had a fast, accurate turnaround on your background check and drug screen processes. When it comes to your company’s safety and its employees, this is not a corner you can afford to cut. Chane Solutions is known nationwide as a leader in helping employers create and maintain safe working environments while remaining compliant throughout the hiring process. Read our related posts or contact us today to learn more.