This year the recruitment process has taken a different turn. It’s no lie that it has been changing over the last five years, but it has happened faster thanks to the pandemic. LinkedIn put out a fascinating report on the future of hiring talent or hiring in general.

This data is the one that caught my attention the most. It says that due to the uncertainty that we are living in thanks to the economy (recession), companies in the United States are betting on hiring independent contractors or employment agencies.

It mentions that there was a 26% increase in the number of posts shared in minor job roles or directed to independent contractors. This suggests that companies want to lower costs but still have skilled people.

In January and February, huge companies such as Amazon, Hubspot, Netflix, Rappi, Google, etc., made massive layoffs. Companies that have been in the industry for years and, due to the uncertainty, decided to cut personnel and focus on the work team they consider indispensable.

After that, many jobs from these companies were posted; confusing, wasn’t it? What they are looking for now is to hire talent outside the country at a lower cost.

That is why in this article I will tell you the five things you need to know about the future of recruitment. But before we dive in, let’s start with the basics.

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What is Talent Acquisition?

Talent acquisition refers to the strategic process of identifying, attracting, and recruiting skilled individuals to fill specific positions within an organization. It goes beyond traditional recruitment by focusing on a holistic approach to finding and hiring the right talent that aligns with an organization’s long-term goals, culture, and values.

Its impact on organizations carries significant weight and relevance. Thus, staying attentive to the most prominent trends will allow you to ensure success in your recruitment process.

5 Trends and Predictions about Talent Acquisition

  • Artificial Intelligence (AI) is here to change the game.

AI is revolutionizing the way recruiters find, attract, and engage with candidates. These technologies (tools) help automate many repetitive and time-consuming tasks in talent acquisition, such as screening resumes, matching candidates, and scheduling interviews.

There are many tools for organization, project management, etc. With AI, recruiters can identify the most qualified candidates and focus on recruiting the right and talented people.

It means that AI can still retain the job of recruiters. On the contrary, they are tools to help the work involved in the recruiting process. Now, many companies use it, some have accommodated that, and others prefer to do it without those tools. It all depends on your type of company, needs, and objectives.

  • Diversity and inclusion are essential; I would say indispensable building blocks.

In today’s diverse and globalized world of work, diversity, and inclusion are critical to attracting and retaining top talent.

Stigmas and stereotypes about people have been broken down, and it is impressive how companies have embraced this to include more and more people from different cultures, countries, races, etc. In the end, we are all people with other talents.

Companies prioritizing diversity and inclusion in their hiring processes are more likely to attract more candidates and create a more inclusive workplace culture.

  • Company branding is key to attracting the best talent.

In a competitive job market, your company’s brand is crucial to attracting top talent. Everyone wants to work where they share aspirational values and goals.

Places with a positive environment and no toxicity (which is sometimes common to find in companies). To avoid all this and build a strong brand and convey it correctly, you need to focus on a value proposition attractive to future candidates.

Showing your culture, what you do, the difficult moments, how you help, etc., means that you will show your transparency, and attracting candidates who share the same will be easier.

Social networks are essential and indispensable tools to transmit what I have mentioned. They are platforms that will give you the space to find qualified candidates.

  • The collaborative economy is growing.

The collaborative economy is booming, and companies are turning to freelancers and contract workers to fill talent gaps.

Companies need to develop talent acquisition strategies that are flexible and adaptable to changing market conditions. This may involve partnering with freelance platforms, developing internal gig work programs, and rethinking traditional hiring models.

  • Soft skills are more important than ever before.

As automation and AI become more prevalent in the workplace, soft skills such as communication, creativity, and problem-solving are increasingly important.

Companies must focus on soft skills in their talent acquisition strategies to attract and keep top talent. This may involve using behavioral assessments and other tools to test candidates’ soft skills and incorporating soft skills training into employee development programs.

Recruiters should develop questions to help them identify what they want to get from their candidates. Despite the automation tools we have at our fingertips. There is no question that it all comes down to what the mission and philosophy of the team convey.

CEOs are in charge of doing this because organizational culture is shared, and the more people share it, and the more people reach the same goal.