The year 2020 was full of surprises and brought huge changes in the recruitment industry, especially in the UK. Remote working was normalized, flexible jobs were a dream no more, and work from home became a new norm.
The technology significantly disrupted recruitment as AI facilitated its workflows – automating time-consuming and tedious processes. If you didn’t get the memo, don’t worry, we’ve got you covered.
In this article, we will be covering 7 recruitment trends you need to know in the UK.
Trend # 1 – Data-Driven Recruitment
Recruitments are often subject to bias – be it conscious or unconscious. Data-driven recruitment is the key here – facilitating recruiters to rely more on the analytics, not their intuitions. Lately, recruiters, not just in the UK, but around the globe have started using big data to refine their recruitment process and make it bias-free. This has led them to significantly reduce time-to-hire, minimizes the cost, and attract top-tier talent.
Recruiters have come a long way, from traditional ways of recruitment to the digital methods accompanying powerful analytical tools. Powered by strong algorithms, headhunters are able to target a specific skill-set and send job invitations to potential recruits that are more likely to meet the criteria of the provided job description. By doing this, they don’t have to go through never-ending resumes and skip the initial screening process – targeting specifically what they’re looking for.
Trend # 2 – Diversity and Inclusion
Diversity has become the talk of the town lately. Companies along with independent recruitment agencies have been striving to become equal opportunity employers – actively practicing the notion of onboarding a diverse workforce. Diversity at work is not just a social issue, it also has financial ramifications as different cultures brainstorm, interact, and work towards a common objective under one platform.
We are living in the era of digitization and the world is your marketplace. Hiring from a particular region or a specific ethnicity isn’t going to cut it. Going forward, a workplace that recruits diversely will eventually gain a competitive edge over the one that doesn’t. Consider it a secret ingredient in your recipe for success
Trend # 3 – Investing in the Brand
Employee turnover is on the rise. A significant number of people quit their jobs during the trial period because they think that their current job isn’t best-suited for them. The reason? A significant fraction of the active workforce represents either millennials or generation Z. Hence, recruiters have started using psychometric tests to assess the personality and behavioral characteristics of the potential candidates alongside their aptitude to know if they have what it takes to get onboard.
According to a survey, around 40% of the businesses wanted to establish a strong employer brand. It’s not just the recruiters that screen candidates best-suited for their requirements, candidates also want to be associated with a brand of repute. Most of them are likely to research the company’s background and owner’s profile before applying. Hence, investing in your brand comes in handy to attract top-tier talent and is likely to boost retention.
Trend # 4 – Retaining Generation Z
Generation Z is believed to be more tech-savvy and pragmatic compared to its predecessors – the millennials. The human resources representing this stratum are in the league of their own as they are more aware than the preceding generations. The good thing about generation Z is that this workforce is more active and ambitious. The bad thing is, they are hard to retain.
This generation doesn’t mind working in a collaborative work setting but never compromises on their independence. The workforce representing Generation Z is more inclined to work with reputable brands. Furthermore, personal development and career growth matter more than anything else for this generation.
Therefore, jobs have become more flexible, companies have embraced the new ways of working, and work from home has become a new norm. Recruiters have become more active on social media as it has become a happening platform for talent hunt. Job placement ads now focus on creating a work-life balance along with offering a learning experience, growth potential, and social impact.
Trend # 5 – Hiring On the Go
Companies have started embracing contemporary hiring tactics – reaching out to candidates via smartphones and giving them a platform to communicate with the recruiters. Emails and on-call communication have become old-school tactics. Companies have deployed chatbots that serve as a dedicated recruitment guide for the potential candidates and AI that serves as a personal assistant for the recruiters.
Potential recruits have been searching for jobs on-the-go via their smart devices – initiating recruiters to opt for ways to facilitate a mobile recruitment experience. If your career page or recruitment portal isn’t mobile responsive, now is the time to make it. Be it the recruitment body of an organization or a recruitment agency, everyone is striving towards a seamless mobile experience to significantly reduce time-to-hire and gain a competitive edge over the competition.
Trend # 6 – Artificial Intelligence
Recruitment often encompasses menial work. Receiving resumes, screening candidates, shortlisting, back-and-forth communication, and more. Thanks to the technology, there are a lot of tools that bring AI into action – automating labor-intensive tasks so you can focus on things that matter the most. Though companies were a bit reluctant to invest in AI before, a post-COVID world has definitely caused a drastic change in perspective.
The recruitment industry in the UK has been significantly affected by the technology as businesses have started to automate recruitment workflows to hunt the top-tier talent, onboard the best job-fit, and keep the turnover as low as possible. Recruitment is a lengthy and time-consuming process and AI gives you a competitive advantage over other players in the industry that fall short in digital dexterity.
Trend # 7 – Custom Assessments
Candidate assessments have changed over the years in the recruitment industry. Recruiters no longer follow a standard template of initial screening followed by an interview to get candidates onboard. Instead, they design custom assessments to gauge the potential recruits that match the respective job description. Some still stick to the traditional ways, and there’s nothing wrong with that. However, others have embraced a contemporary approach of designing and structuring candidate assessment as need be.
Recruiters have started assessing the soft skills of the candidates via surveys and mini-games to dive deep into the behavior and personality characteristics of potential recruits. This also helps them gain insights into an individual’s ability to work in a team, learning tendency, and leadership traits. Virtual reality comes into play to assess the problem-solving skills of potential recruits via a variety of interactive scenarios to test their decision-making.
Digitization has disrupted the recruitment industry. It’s transforming traditional recruitment methods into automated processes powered by AI and data analytics. Workforce characteristics and preferences have also changed – causing recruiters to embrace contemporary ways to seek and assess talent. Companies have started investing in their brands, and work from home has become a new norm.
This is just a glimpse of what the future holds for the recruitment industry. In this article, we have covered 7 recruitment trends that you needed to know in the UK. It should give you some idea of how the recruitment industry is transforming and where it’s headed. So, buckle up as you might want to reconsider your recruitment strategy.
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