The COVID-19 pandemic has ushered in a sea change in every aspect of our life. This uncertainty affects all industries, including recruitment and human resources. Recruiting teams will embrace the hiring trends of 2021 as a replacement for the traditional in-person interview procedure, where the pandemic has made work from home culture the new normal. With a return to normal on the horizon in 2021, the need for skill has risen as well. However, if 2020 taught us anything, it’s that HR directors, regardless of industry, must adapt and change their hiring plans. You can use this link for best immediate hiring in Dubai. As a result, it’s critical to recognise the important trends that will affect hiring processes in a2021 and make plans to adapt to them.
Latest trends in the recruiting
One thing is certain: technology, just like it did this year, will shape the majority of next year’s hiring trends in the recruitment sector. Recruiters will eventually rely on virtual help in an ever-changing and tech-driven environment. As a result, the post-coronavirus era is driving us to spend more time at home than ever before. In addition, technology is used for commerce, leisure, and work. Although many professions and industries regard innovative technology as a threat to their jobs, 54% of HR recruiters see it as an opportunity.
Using AI for recruitment
In some form or another, AI is used in the HR process by many firms. AI is expected to be used in the recruitment process by businesses. AI for recruiting refers to the use of artificial intelligence to solve problems in the same way that a machine can. The use of technology is assisting in the streamlining of high-volume jobs in the recruiting process.
AI Aids in the Development of Online Applications
Online application management is one of the ways AI is assisting firms with the recruitment process. Applicant monitoring from recruiter databases involves a large number of keywords and other data pieces that AI can easily sort and evaluate.
Recruiter Chatbots Powered by AI
The main goal of a recruiter’s chatbot is to have real-time conversations with candidates by asking particular queries. Chatbots driven by artificial intelligence take the candidate experience to the next level. If job searchers receive regular updates during the application process, they are more likely to have a favourable view of the organisation.
Mobile Recruitment Will Become More Popular
Some mobile recruitment statistics to give you an overview of the situation:
- Over 90% of job seekers use their mobile devices to search for their ideal position.
- 45 percent of them do so on a daily basis.
Recruiters must produce job listings that are mobile-friendly in order to keep up with this trend. The term “mobile recruiting” refers to hiring through the use of a mobile phone. Candidates can search and apply for jobs more easily with a mobile-friendly experience. Mobile recruitment can also help you get the most out of social media. When looking for work, 79 percent of job seekers use social media. Because mobile and social media are inextricably linked, using social media in your recruitment strategy is essential. The options are unlimited here, and they extend beyond the usual social media networks such as Facebook, Twitter, and Linkedin. New and creative social networking platforms are beginning to emerge. Consider Bumble, which began as a platform for forging love and friendship relationships. Now they’ve released Bumble Bizz, which allows users to network and locate their next business contacts using the app’s geolocation feature.
Online communication tools are being used more frequently.
Many organisations were obliged to change their recruitment techniques during COVID-19 this year. Companies are scrambling to find a method to keep their hiring processes going. It can include traditional methods of applicant recruitment such as phone calls and emails. They continue to play an important role. However, every organisation increasingly relies on video interviews to pick candidates, and these trends are expected to continue in the coming years. Employers are increasingly turning to video interviews:
One-way and two-way video interviews are available. One-way interviews are good for replacing wasteful phone screenings, and two-way video interviews are the key.
Video Interviews Have These Benefits:
- Video interviewing can help you hire faster by cutting your hiring time in half. It simplifies interview scheduling and removes the need for phone screenings.
- Reduces the possibility of bias: A standardised video interview method reduces the risk of being hired.
- Obtain qualitative information: Virtual one-way interviews offer a qualitative component to the pre-selection process.
According to a recent survey, we are witnessing the emergence of a new remote work-related phenomenon among workers. According to the findings of this study, four out of five HR managers believe that working from home encourages E-presenteeism by making employees feel obligated to be online and available as much as possible. For better knowledge, you can use this link for best immediate hiring in dubai. The most likely reason for this is that 86% of employees believe they must demonstrate to their superiors that they are hardworking and deserving of keeping their jobs. Unfortunately, this can lead to burnout and depression.
This could lead to a new recruitment trend that addresses the issue of over-connectivity and availability. It is the process of preventing personnel from becoming overworked and overloaded. Employers will need to implement programmes and procedures that encourage employees to maintain a healthy work-life balance while being productive.
In recruiting, predictive analytics is the use of data to create future forecasts, hiring decisions, and workforce planning. Predictive analytics is now essential in the recruitment process because:
- Aids in the identification of strong candidates for available positions.
- It makes it easier to make a better offer to candidates.
- Contributes to a better applicant experience
- Predictive analytics will also play a bigger part in many organisations’ recruiting processes. Here’s an example of predictive analytics in action: it can assist forecast and reduce employee turnover.
Because of the time spent finding a replacement, employee turnover can cost firms up to 150 percent of the person’s annual income.
In the last 18 months, COVID-19 has revolutionised the face of recruitment. Without a doubt, 2022 will be the year when HR professionals must revisit their hiring strategies in order to ensure a smooth transition and long-term growth. You can use this link for best immediate hiring in dubai and it may assist you in growing during these trying times.
Sunny Chawla is a Managing Director at Alliance Recruitment Agency. He specializes in helping client for international recruiting, staffing, HR services and Careers advice service for overseas and international businesses.