Given that our current circumstances are more uncertain than ever, the most recent hiring trends are very different from those of prior years. Furthermore, it can be difficult to believe in forecasts, even those made by renowned specialists and experts. The recruiting sector should pay more attention to emerging trends in hiring and selection. Like every year, 2022 saw a flurry of blog entries devoted to trend forecasts, but no one saw the impending epidemic.
But 2023 pleasantly surprised us with a rare occurrence that will influence our generation. The idea that we are living through history and a year that will go down in history books is both terrifying and exciting.
In the future, historians, philosophers, and scientists will reflect on the era in which we currently live and examine how COVID-19 affected our industry and how we responded to it. Thus, even if 2022 has shown us that planning and predicting may be just illusions, the new world tempts us to attempt and imagine more than ever.
According to research, 85% of recruiters think that remote work is here to stay. The epidemic undoubtedly significantly altered the workplace. Corporations have begun to recognize the benefits that remote and hybrid work can provide to both their workforces and their businesses. These businesses have employed remote employment options as a recruitment tactic to entice applicants to apply.
When remote work flexibility is not an option, prospective candidates—particularly those in the technology sector—stop participating in the interview process for some positions, according to HR specialists. The cost of fuel and inflation make commuting increasingly expensive nowadays. Remote employment helps retain existing talent as well as recruiting efforts.
Just what are these “power skills” that we keep hearing about? Start with what we already know. Hard talents, as we all know, are technical aptitudes that must be studied, can be evaluated, and are frequently tools like software.
Hard talents have historically been valued in the workforce more highly than soft skills. Soft skills, which include communication, emotional intelligence, teamwork, a professional attitude, and work ethic, are thought of as being more relationship-focused.
But the way that skill sets are valued is evolving. Employees are expected to work in situations that are always changing and adapting in today’s remote and hybrid workplaces. This, however, can be difficult and affect performance. Soft skills, which are often referred to as power skills, are more crucial than ever. By labeling these traits as “soft,” their significance is diminished. As they are recruiting, HR professionals are seeing gaps in this skill set within the talent pool.
Unbelievably, 20–40% of new recruits at most companies come from recommendations. That’s an excellent strategy for lowering your cost per hire. Additionally, those who have been recommended by coworkers or other outside contacts frequently remain longer and perform better.
Is it too much to claim that your best recruiters are your current employees? Consider the advantages of an employee referral program. Employees are familiar with organizational structure, comprehend how specific positions fit into it, and can determine whether a recommended applicant would fit in with the company’s culture. They typically are also aware of the work ethic, character, background, and skill level of the referrer. They have already completed a portion of your applicant vetting.
What benefit does an employee receive from recommending candidates for available positions? Numerous companies recognize exceptional candidates with cash prizes, paid time off, and other benefits. Why wouldn’t you think about implementing an employee referral program when your employees support the mission of your business, enjoy working there, and invite others to join them?