Talent Recruiting Has Changed: Everything You Need To Know In 2021

 



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2021 is here with a whole new epoch in hiring and recruitment. It has been a transactional industry for years, mainly when it comes to sourcing minor candidates. 



Recruiters are following the "Rooney Rule" to fulfill the DEI requirements of the corporate world. The Rooney Rule requires "at least one woman and one underrepresented minority [to] be considered in the slate of candidates for either every open position or every open senior position." No doubt that the traditional recruitment strategies pull a more diverse candidate pool, but retaining them promptly becomes an issue without sustainable practices.


Because of Covid-19, the traditional hiring process has been more challenging to follow this year as recruiters and candidates are pushed to adapt to a fully remote experience. But seismic shifts are well begun—both in the way companies hire and in the traits they're looking for in 2021.


Across almost all industries, focuses on stimulating digital transformation to fast-track their digital plans. According to a Sage report, "24% of businesses have started using AI for their talent acquisition needs, with 56% of managers planning to adopt automated technology in the next twelve months".



This is a great opportunity for generation Z understands as they are grown in the digital era and know how to build relationships online. Now they think beyond being placed in the company. They're not only looking for immediate opportunities but also looking for better connections in the company they'll join. 


Therefore, companies looking to recruit and retain more diverse talent must invest in building genuine, long-term relationships. Organizing an online event or a partnership with a single recruiting organization is going to work solely. Making the most of early talent recruiting requires a more comprehensive strategy.



Developing Communities Through Smarter Strategies


The online recruitment processes have opened the door to more data and, therefore, more informed decision-making processes in recruiting can occur. Now, companies will have greater insight into their diversity metrics to better determine their current position and how much work is still left to do.


However, achieving this requires companies to understand that recruiters and candidates have distinctly different aims that do not always align. Today's applicants want to be part of communities, while recruiters wish to hire candidates to fill roles. These goals can coincide, but they do not often do so without thoughtful effort.



These days social media plays an essential role in recruiting Gen Z. Young recruits want to join companies where employees can share their skills and ideas unhesitantly and companies filled with diverse teams of people who love their role and responsibilities and care about making the world better. 




The Future Of Recruiting




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"With remote work as a mainstay option, employers are now casting a global net for remote workers. To sift through this larger talent pool, recruiters must adopt hiring technologies such as automation and AI".


Companies have started organizing online events to attract more diverse talent, but they are not enough alone. They need some comprehensive plan to attract more potential people. Over the past few months, the recruiting process has seen a gigantic shift in both priorities and tactics. Barriers that previously limited young talent to directly accessing conversations with top companies have been eliminated with digital reliance. Employees have become social proof for recruiting teams, waiving around the good and the bad of the companies for which they work. This digital evolution and the bulk of candidate data have made it difficult for companies to filter potential candidate information and understand how to use it best.



To overcome these challenges, businesses recruiting talent should focus on a few important trends:



  • Real relationships are more genuine than recruiting events. Events are like an advertisement: They tell candidates about a company, but they aren't able to gain the trust of the candidate nor even provide lasting engagement. To take the next step, companies must continue to engage candidates via social media and invest in AI-enabled tools that make it easier to connect to the talent on an ongoing basis. Remember, hiring is a never-ending process, so keep hunting new techniques to engage new talents. 



  • Social proofs are irreplaceable. Nothing markets a company like a happy employee. No one other than Gen Z are active on social media or proficient at personal branding these days. Companies must understand that the talent coming out of universities and other sources are well aware of future trends and can be a good option for their brandings. 



  • Digital evolutions induced by Covid-19 will persist. In-person recruitment events and pool recruitment may return eventually, but the digital-first recruiting panorama will never going to fed in the future. Digital is here to stay in recruiting, and companies looking to hire diverse talent must acknowledge that there will be no complete return to previous traditional recruiting norms.


    • The manual Resume Screening processes are dead. The days of emailing resumes to companies and following manual hiring processes are completely over. In the near future, candidates will hear from companies through specialized tools using more advanced techniques such as AI and machine learning to ensure the quality and congeniality of the companies they're engaging with. 




    • Collaborative application processes will spread its wings. New approaches have smudged the lines between introductions, applications, and employment. Internships and paid projects replace traditional interview processes to help companies better evaluate and engage the talent pool. 




    The future of diversity in hiring is more evident as it is now. When companies have access to all the data, they have no reason for falling short of diversity goals or failing to analyze internal issues that limit DEI efforts. As more trends develop in favor of diverse talent hiring, businesses will get the route to an even wider pool of great recruits worldwide.




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