4 ideas that the HR community lives on: Global Recruiting Trends
Every year after the release of Linkedin Global Recruiting Trends in social networks, the discussion begins: what, why, how. Understanding what is happening in the professional community (call it trends, whatever) is a pledge of honest and thoughtful strategy for you and your company, and your career. Therefore, we very quickly translated for you the main ideas from the new report and we want you to take a look at it. And then you decide everything yourself.
Yes, this year the report astonished us. Especially the first point.
- What is diversity?
We look through dozens of blogs and resources every day with news in the world of HR and, of course, constantly stumbled upon diversity, but that this is just such a burning problem, such an important aspect is amazing.
Diversity is about accepting and respecting the individuality of each employee and being able to benefit from the fact that we are all different. Refusal of prejudice (gender, racial, religious, well, you understand everything) becomes important for business. It’s natural: tolerance not only at the social level, but also at the corporate level has now become a sign of good tone and efficiency of the company.
So the clever word “diversity” about the fact that one must learn to create a corporate culture, the strength of which is just in diversity.
The HR community names three reasons why companies are striving for “diversity”: 78% say that this has a positive effect on corporate culture, 62% believe that it’s great for productivity, 49% want to better understand their clients.
Fundamentally important was the tolerant attitude towards employees and the rejection of prejudices related to gender. Weinstein? Coincidence? No, still in recruitment and HR have long been trumpeting that it is necessary to give more opportunities to women leaders, women in technical spheres. Hurray, it seems this is a call of the 21st century.
The main barrier on the way to “diversity”: in 33% of cases this is the absence of such very different candidates. What seems a little strange: we collect a team, not a puzzle, in which there will be representatives of different races and religious beliefs. Overdoing with tolerance is also painful.
And the last fact about this trend: the desire for “diversity” in the opinion of the HR community should go from above. From top management to employees, not vice versa.
- What is wrong with the interviews?
From classical interviews, we do not refuse, but the effectiveness of the process of the interview will have to be worked on.
It turns out that it’s very difficult to evaluate soft skills, that is, communication skills, at an interview, 63% of HR’s admit it. And the community plans to solve this problem with the help of online assessments. And 53% of recruiters and HRs will meet with candidates in a more informal atmosphere. So our advice about coffee shops next to the office you also take seriously. Surely there is a place for a pleasant meeting with the candidate ?
18% of HR’s note that they will implement video interview technologies. It’s great, of course, but it seems to us that this figure should be three times as much.
Here’s the turn: we have to use several different technologies and tactics for conducting the interview and, possibly, build a certain chain for each position. Who is still suffering over the phrase “robots will replace recruiters”? Forget, only steeper and more difficult to continue.
- How to get super-power?
Data – superpower your new, HR! * as if Yoda says *
This is how from romanticism and “diversity” we turn to the ability to work with numbers. You really have to learn how to implement analytics, to learn how to see in a lot of people’s data and the opportunity to do your job cool.
HR is the same story about people. Simply now with a much more rational approach to business.
56% of HRs believe that proper work with analytics will help reduce turnover.
The most important obstacle to the introduction of analytics is the community’s low quality of the data itself (as much as 42% noted it!). 20% simply do not know where to get them. In the sense it is the most data.
In the study itself, several cases of using data in HR are given. Be sure to check it out.
And we just modestly put a link to our article about HR-analytics. And the screenshot of the survey, which we conducted right there.
- And not a word about Artificial Intelligence?
The biggest task that the HR community wants to solve with the help of new technologies is sourcing (58%). The second place is taken by screening candidates (56%). Surprisingly, again, interviewing artificial intelligence is not allowed – only 6% of respondents are ready to share this duty with AI.
They are waiting for the artificial intelligence of preserving our time, objectivity and budget saving, quite human.
We thought it was important that: the report noted for recruiters- alarmists that AI will not learn to build relationships with candidates better than you, it is unlikely to be able to assess the truly potential of the employee and its compatibility with corporate culture (and how many conversations about it was! about it, after all, fashion startups who screen candidates and test them – we’ll look after them :)).