1) Retention-focused hiring. The cost of replacing a single employee can range from one-half to two times the employee’s annual salary according to Gallup. As such, limiting turnover rates should be a top priority for recruiters in 2021.
2) Increased internal mobility. Post COVID-19, employees will opt for job security over new opportunities. LinkedIn reports that since the outbreak of the pandemic, internal mobility has increased by nearly 20%.
3) More remote hiring. Many people embraced remote & flexible work in 2020, and many will continue to embrace this.
4) Workplace flexibility. Retention rates improve among candidates who are given the chance to negotiate on contractual terms.
5) Diversity-focused hiring. Age, race, gender, sexuality, religion, or any other characteristics are non-factors in hiring an individual.
6) Transparency in the recruitment process. From selection to salary range to benefits, & recruitment timeline – these are all important to inform candidates for them to know what to expect.
7) More interview feedback. It is important to be giving constructive feedback both to successful and unsuccessful candidates.
8) Candidate relationship management. Today, 90% of HR professionals believe that talent acquisition trends are largely driven by the candidate. As a result, candidate relationship management (CRM) looks set to be a top recruitment trend.
9) Fairer assessment processes. With diversity and inclusion as top priorities, the move is necessary to establish fair and consistent recruitment systems to reel in quality candidates.
10) Increased skill testing. Basing intrinsic talent as priority rather than experience yields in better performance of people.
11) Virtual recruitment technology. Video interviews will continue to be the basic of recruitment and the challenge lays in maintaining authentic human communication and connection.
12) Strategic talent insights. Recruiters will increasingly leverage talent insights tools, which offer access to vast data sets to reveal key recruitment trends and enable strategic decision-making.
13) AI and automation. Manual and repetitive tasks that impact hiring efficiency are out the window.
14) Candidate data security. The rise in cybercrimes drive the recruitment industry to tighten up the grip in protecting data to secure brand image and manpower data.
15) Recruitment data analytics. Hiring plans and decision-making will remain data driven with analytics tools and applicant tracking software (ATS).
16) Upskilling recruiters. Honing technical skills such as virtual recruitment and onboarding along with adaptability, personal development, diversity, and inclusion should be hiring teams top priorities.
17) Recruiters become trusted business advisors. Business leaders will depend heavily on recruiters to share data-driven insights and assist with planning to ensure quality workforce.
18) Companies embracing remote work. Flexible working also offers significant cost savings, improves retention, and makes it easier to embrace the project-based economy.
19) Online employer branding. In 2021, candidates will look to work for companies that take stands on key social issues, so recruiters should focus on employer branding.
20) Building an agile workforce. This can be achieved by pushing employees out of their comfort zones and fostering a culture of innovation, creativity, and experimentation.
21) Diversity and inclusion in the workplace. Employees are more likely than ever before to accept or reject job offers based on an employer’s diversity and inclusion efforts.
22) Digital recruitment marketing. Remote, virtual, digital = online is the name of the game!
23) Returning to the office. Human connections and interactions will always be important amidst the remote working trend.
24) Hiring for soft skills. Emotional intelligence, communication, adaptability, and creativity will be in high demand post-pandemic.
25) Hiring Generation Z. A member of Gen Z is anyone born between 1997 and 2012. Forbes reports that the disruption of the past year has significantly shifted their perspective on work. The recruitment techniques will have to adjust to this talented generation.