We are experiencing a profound transformation in the way we work. And moreover, a profound transformation of recruitment methods. So the mix of these two evolutions necessarily brings a lot of innovations concerning the new techniques to make your teams grow.
It's a simple fact: the HR sector has to adapt to the new needs of candidates and employees.
But how do you do that when you don't always have the time to look into it?
Understanding our changing needs
These changes, as since the dawn of time, come from changes in society.
Since the arrival of Covid, we have had to reflect to step back and reinvent ourselves.
The first proof is the shortage of candidates that we have been experiencing for a few months. The pattern is rather classic: candidates go to companies that offer something new, in line with their expectations.
The result? If you don't understand these issues and don't give them credit, your company will suffer even more.
Michel Barabel, lecturer at Sciences-Po, has noticed that some Fortune 500 companies of the year 2000 no longer exist today and has made a direct link with management.
A major sign that the last 20 years have been profoundly changed by the rise of the internet, new technologies and the uprising of the people regarding societal issues. To name but a few: equality of gender and opportunity, wages, more freedom and independence, less discrimination and more justice, etc.
It is the accumulation of our evolutions that impact our recruitment methods. To understand them is to maximize the business of your company.
Better understand the expectations of candidates
Many companies have failed to renew their management and recruitment techniques.
While most of us were asked for technical skills and know-how, the 90s generation relies much more on soft skills.
These skills, more related to behavior, empathy and organization, have become just as important as the hard-skills. And this goes hand in hand with the logical continuation of human evolution.
On the one hand, we see young managers bringing a new vision: more empathetic, freer, more independent, more based on trust.
On the other hand, we see young candidates entering the job market asking for the same framework to evolve serenely in their professional career.
This merger then pushes HR teams to have to match the needs of the candidates.
Adapting recruitment techniques to innovative tools and processes
Today, there are new "prerequisites" requested by candidates, which recruiters must take into account if they want to find their future talents:
Well-being at work, which is mainly based on understanding with employees and team cohesion.
The relationship with the manager, which is evolving towards a fairer and less direct relationship.
Freedom, which requires a stronger need for autonomy.
Recognition, which is no longer based solely on compensation.
These areas of evolution will play a major role in the future of recruitment. By accepting them and integrating them into a new recruitment strategy, you will have every chance of becoming the recruiter of tomorrow.
These new needs inevitably lead to new tools and processes that will allow you to be more efficient:
- Candidate pre-selection tools
- Creating a talent pool and animating this community is like compensating for candidate shortages. The idea is to keep in touch with the talent you have not been able to recruit and bring them to you rather than letting them go.
- Gamification
- Use chatbots as a reinvention tool to modernize your employer brand and save time in selecting profiles. Or use them in your recruitment process to make the candidate experience more fun!
- Adaptive Learning
- Adapt to the needs of each candidate by demonstrating your strength in individualized and personalized training.
- Employee experience and employer brand
- To give desire by creating a strong brand image. The principle is to put forward the values of your company as well as the proposed advantages to stand out from the competition and propose novelty.
- Affinity recruiting
- Base your recruitment on personality fit as much as on the validation of the required skills. One cannot go without the other. It is dangerous to dissociate hard-skills from soft-skills for the simple reason that unity is our strength.
In short, you will have understood that the best solution to innovate in your recruitment remains active listening. There is no better way to learn than by observing and analyzing the profiles you meet!
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