Here’s some of what to expect from talent acquisition in 2021
Although many employees plan to return to their business, COVID-19 lockdowns proved that a remote workforce was not a pipe dream or clemency. Companies that never thought they might adapt to remote teams made it work. Now that remote collaboration has gained viability, organizations can discard geography as a precondition for hiring. However, remote hiring carries its own challenges, including remote onboarding, remote collaboration, and screening talent for remote suitability.
“Technology has now untethered talent from location,” Becky Frankiewicz and Tomas Chamorro-Premuzic write within the Harvard Business Review. Talented individuals with in-demand skills in any sector now perceive they are able to live where they choose and work where they’re qualified.
Organizations put much thought into their public-facing brand or “customer brand,” but recruitment in a post-COVID hiring rush will have everything to do with building the organization’s “employer brand”—its reputation on the talent market. With a strong employer brand, top talent will come out of the woodworks, giving the organization a much more qualified stable of options when turnover does happen.
Paul Keijzer writes in Forbes. With the growing competition for talent, many companies like Shell, Nestlé, and Microsoft have integrated gamification and leveraged social media in their hiring process. Organizations that want to win in the post-pandemic hiring rush should put as much effort into building their brand cache among potential recruits as they do in building their brand cache among potential customers.
Recruitment Process Automation.
Recruitment Process Automation (RPA) applies the power of artificial intelligence to the recruitment process, streamlining the hiring process significantly. This applies not only at entry and mid-levels, where large numbers of applicants can be sorted through using “intelligent” software. It also applies at the executive level, using machine learning to execute the needle-in-a-haystack task of identifying top candidates, some not even on the job market, who might be gettable.
British telecom giant Vodafone, which routinely attracts upwards of 100,000 candidates for only 1,000 available jobs, integrated AI process automation into their hiring process even before the pandemic and enjoyed 3x cost savings, a reduction of time-to-hire from 23 days to 11 days, and a 30% reduction in new-hire dropout rates. (Personnel Today)