We’ve all been there, the telephone call from the recruiter, pitching a job that we are not interested in. We often forget that recruitment is a numbers game. Recruiters have to make so many calls, to get an interview and have so many interviews to get an offer. It’s all finely calculated, like a well oiled machine.
But like everything in the world recruitment is being disrupted and the winners will be those that see the change and don’t leave it to the last moment to change.
There are 4 trends that will disrupt Recruitment in 2019, they are:-
- New Interviewing techniques
- Artificial Intelligence
Diversity and Inclusion, have gone from a “nice to have” to being front and central to an organisation. Companies must have employees that reflect a multi-cultural society, not because its political correct, which it is. But because diverse organisations are more innovative. It was Admiral Nelson that found out that tasks could be completed more effectively and efficiently by having a diverse team working on it. This has been a fundamental of the Navy ever since. In a recent Linkedin report 63% of companies use diversity to improve company performance.
It’s not just Millennials that want a sense of belonging, I (Generation X) always wanted this and you can soon disengage and leave if you don’t get this.
In a recent LinkedIn report that said “Diversity is being invited to the party, inclusion is being asked to dance and belonging is dancing like no one is watching.”
New Interviewing Techniques
I was once called up by a company, they said they were looking for people that would be different, inject some change in a culture and could I send them a CV. I sent them a CV as an Infographic, they called back and said did I have a “normal” CV, I politely let the recruiter down. It was clear they were not really looking for a difference.
Most interviews and interview techniques have become a cliché. People are coached to answer the same old, same old questions. Often an interview is a formality and certainly it never gets to the “real” person.
With the new model the LinkedIn profile is key. The mistake that people make with the LinkedIn profile is that it’s CV. A list of objectives. Hirers are looking for the LinkedIn profile to describe the person, who they are, what they stand for.
Think of your LinkedIn profile like a book in a library, you don’t read the whole book, you are the summary, the reviews, that is how you get a sense for the book, then you read the whole thing. The same goes for the LinkedIn profile, I’m not looking for a corporate robot that is “Energetic, Tenacious, etc” we are all that. I’m looking for the real you.
To quote a recent LinkedIn report “One of Nielsen’s businesses tapped its People Analytics team to understand why it was losing talent. Starting with five years of people data in a (big) spreadsheet and some hypotheses, they identified the factors most highly correlated with attrition. The biggest finding was that employees with a change in job responsibilities due to promotion or lateral movement within the past two years were much less likely to leave. This insight prompted Nielsen’s leadership to focus on making it easier for employees to learn about and pursue jobs internally and identifying “at-risk” high performers and proactively putting opportunities in front of them.”
While in a recent LinkedIn report, 76% of people said that AI would have an impact on recruitment. We ran a workshop on AI in recruitment and in my team the opinion was split, 50% of the people wanted AI to take a load of CVs and spit out a candidate and the other 50% said, no way they every wanted that to happen. Currently AI is being deployed to take the grunt work out and allow you to concentrate on the higher added value work like interviewing and picking the right candidates. AI is not replacing you, it’s empowering you. In a recent report by Linkedin, they mapped value add with human touch Vs automation potential and got this matrix.
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