Hiring and executive recruitment trends are constantly changing –– yet few years have caused such a radical change as 2020. The events of the last year have greatly impacted the way businesses and HR departments identify, recruit, and onboard new talent. To stay relevant, organizations have had to expedite the implementation of these novel processes to continue to grow amidst the current climate of the business world.
Continue reading to learn about seven of the top hiring and executive recruitment trends in 2021. When utilized strategically, they will allow your business to continue to find the best fit for your workplace culture and foster growth in the upcoming year.
Branding isn’t just about how you present yourself to your clients, but also how you come across to potential and current employees. It is what attracts and engages candidates who want the opportunity to work for your business because of the culture of the organization.
In the upcoming year, potential candidates will expect the companies that are recruiting them to provide higher levels of transparency across all areas of the business. Building this trust at the start of the hiring process will improve the relationship and create a higher level of commitment to the team. By having a strong employee brand, you will increase the number of prospects who want to join your team, improving your recruitment efforts across the board.
In order to succeed, your business will need to develop a positive brand that all members of the company support –– after all, your employees are the driving force behind how your brand is perceived. With many businesses forced to work remotely, finding a way to maintain the company culture alive will be fundamental to overcoming the long-term challenges of limited interaction. Virtual meet-ups before, during or after the work day build networks and strengthen relationships by keeping your employees connected and committed to your brand and objectives.
For businesses to be considered among the best of the best, they will be held accountable for how they implement diversity, inclusion and belonging in their organizational culture. This will also include how they identify and enhance their relationships with the underrepresented communities they want to hire from. According to LinkedIn data, 47% of talent professionals say that hiring managers are not held accountable for interviewing a diverse slate of candidates, but this will soon change as companies look to bridge the gap between commitment and accountability.
Additionally, employees are looking to see action from the companies that are committed to supporting social change. This will factor in an employee’s decision to commit to a new position, as it provides insight into the company culture.
Once a position opens up, companies will start by looking to fill positions from within. This increases internal mobility options for current employees, which in turn promotes higher levels of engagement. By taking a look at internal talent pools first, you can reduce the risk of a mis-hire, along with lowering hiring costs. Not to mention a smoother transition as the qualified and experienced employee already has a clear understanding of your organizational culture, clients, and both internal and external processes.
Download: Steps to Identifying & Developing High-Potential Employees
Employers are looking to hire new talent that possess the soft skills necessary to remain productive and efficient despite the current challenges of the workplace. While teams may be unable to meet in-office, strong leaders will be vital to keeping everyone connected and motivated. Strong leadership is also critical when onboarding new hires or transitioning current employees into their new position so they understand expectations and deliverables.
Leaders need to be aware of virtual fatigue and take steps to change up their routines — like adjusting the cadence and format of their check-ins from hour-long check-ins to two 30-minute check-ins per week. Companies that were successful in overcoming constant challenges were the ones that encouraged and established high levels of communication because they fostered collaboration from all members of the organization, thus promoting problem-solving interactions from within.
In recent years, advances in technology have made identification and communication with potential candidates more streamlined while also offering new methods and options to shorten their process to hire and onboard critical talent. While some institutions began experimenting with AI, video interviews, messaging and bots, it wasn’t until 2020 that use of these technologies began to significantly enhance and, in some cases, replace traditional methods and processes. Even though the original reasons for the change were due to health and safety concerns, many businesses have discovered how these can reduce hiring costs, as well as save valuable time in the initial stages of the process.
Companies that want to successfully incorporate technologies into their hiring method will need to refine their hiring process to create a positive experience for all parties involved. Identifying which tools have the greatest value to your process and where they fit most effectively in your process is critical. For example, when using virtual interviews, either live or recorded, you also need to determine if it is appropriate, and when, to invite finalists in for face-to-face interviews. Although in-person interviews offer several advantages, we will likely see a hybrid of in-person and virtual interviewing practices used consistently going forward due to the speed and cost savings virtual provides.
Continue Reading: Embracing The New Reality of Talent Assessment
Although working remotely was already starting to gain popularity among organizations, the pandemic has forced many to adopt an entirely remote workforce. With the growing concern over workplace safety, organizations will need to provide their employees with more flexibility to work from home as needed. This will ensure that all employees feel valued, respected, and that their health and safety are important to the team.
Fortunately for employers, the benefits of remote work are undeniable. Surveys have shown that employees are 77% more productive when working from home, with 23% of remote workers reporting working longer hours than if they were in the office. While this is beneficial to the organization as a whole, they also report improved mental health and higher levels of employee engagement.
As recruitment processes evolve in the coming year, continued professional development for HR departments and hiring teams will be fundamental to improved efficiency and performance. Their ability to add new skills to their repertoire will ultimately determine how successful they are at recruiting and onboarding new talent in this new, remote world.
The ability to make decisions and quickly adapt to changing situations have always been critical skills within the industry –– but never more so than today. As business’ priorities continue to change, and companies resort to new technologies to assist with identifying, reaching out and assessing talent, and conducting virtual interviews and onboarding, it is necessary to have a department that is flexible and can rapidly adapt. Additionally, their ability to develop and implement a clear and concise HR strategy will be the key to bringing all of these executive recruitment trends in 2021 together to work for your business.
If you are looking to hire new talent for your organization, working alongside an experienced executive search firm will guarantee that you are utilizing industry best practices to obtain the best fit, not only for the position you are seeking to fill but for your workplace as a whole.
At Kinsley Sarn, our process allows us to confidently select the optimal prospect for our clients. Our expert recommendations are based on a thoroughly defined candidate profile that naturally attracts and engages with candidates who value what your business has to offer professionally.
After selecting the best candidate and your new hire becomes a part of your team, we continue to foster the relationship through our transition services. This reduces the risk of employee turnover, as you now provide them with the necessary tools and support to seamlessly transition and grow into their new position –– positively impacting your organization.
Make the most of your hiring actions this year and work with our team at Kinsley Sarn. Together we can create a personalized strategy that works for your individual needs, ensuring a successful hiring experience for both you and your new employees.
Ready to take the first step? Contact our team today to learn more about how we can help your business grow across all areas of the organization.
