It is important to find and retain the right talent in company establishment to stay on top of the competition in today’s market. But doing this effectively is still a challenge. Emerging employment trends and trends identified over the past few years can help to adopt new ways of thinking about the workforce and evaluate the recruitment process. Keeping up to date with employment trends allows to do this effectively.
Employment Trends Shaping the Future of Jobs
There are employment trends that affect businesses every year and require consideration to make the work easier. These trends are as follows:
Soft skills obtain
According to a study of global trends conducted, 92% of human resources professionals and recruitment managers surveyed now focus on soft skills as they are more important than hard skills. 80% reported that soft skills were important to help business growth, while 89% reported that the lack of soft skills was a disappointment in poor recruitment.
While soft skills such as empathy, emotional intelligence, creativity, communication skills etc. are incomparable to some extent, they provide the ability to leverage their unique human abilities. The only downside to this is that soft skills cannot be measured with a resume or an interview. 68% of the respondents were evaluated for their soft skills with social cues received during an interview. The increased use of AI can also help assess soft skills in candidates in the future.
Not so long ago, being able to work from home was both difficult and rare in circumstances. However, time changes day by day and job flexibility is becoming the norm. According to a survey, 31% of employees preferred flexible working arrangements in 2017, compared to only 25% of employees in 2013.
Technology is partially responsible for this change in operating flexibility. It enables employees to keep in touch with their colleagues in case of business emergencies such as e-mails, conference calls, instant messaging etc. Therefore, since 2016, it has increased by 78%, which also provides business flexibility. Employees also need a better balance between work and personal life, and job flexibility allows them to do this. In addition, flexibility allows organizations to save costs in locations.
Action against workplace harassment
As an employer, he has a moral and legal obligation to protect his staff from all forms of bullying and workplace harassment. It is the employer’s duty to develop and maintain a safe and supportive corporate culture. To do this, sexual harassment policies and education must be up to date.
According to a published report, 71% of professionals globally agree that protection from harassment is a very important trend for the present and future of recruitment and HR. Dealing with harassment and creating a supportive work culture requires a combination of policies and actions. Enhanced diversity and participation at all levels of the workplace organization is important in creating a safe environment where employees feel safe to seek help.
Diversity in recruitment has always been a trend and is by no means new. In fact, 78% of businesses believe they already have a different workforce, and this trend in employment never slows down. In 2018, Amazon developed an AI rental tool that backfired when it started discriminating against women. When an attempt was made to identify the best talents, AI became more biased and useless than any reasonable person.
Workplace diversity is a value for both businesses and their employees. In the era of globalization that 2019 has shaped, diversity is more than just gender, race or ethnicity. It is also concerned with educational backgrounds, religious and political beliefs, sexual orientations, cultures and even people with disabilities. According to a new study by Harvey Nash, organizations have increased gender diversity by 60% and ethnicity and cultural inclusiveness by 41%. It has been shown that multi-faceted inclusiveness in the workplace can lead to better productivity and can help generate higher profits.
Prejudice in the workforce can lead to a few controversies. In a standard job interview, unconscious bias can leak by giving information such as gender, age, race, and even pickup material. To avoid this, the first wave of the interview can be done without these bits of information, simply adhering to the candidates’ abilities and achievements. This allows for a diverse workforce that can be built on merit. Pre-recruitment tests, anonymously written aptitude tests, telephone calls or interviews via chatbots can help eliminate any prejudice, whether conscious or unconscious, and allow blind recruitment.
Application of AIs in the recruitment process
This is more important than ever when applying for a job, desired position and company, as the recruiting process has become more popular with AI. Tools like keyword scanners mean that having a well-made CV can be the only difference between taking the app to the next level or trashing it.
A recruiting chatbot or conversation broker is an AI designed to mimic conversations during a recruiting process. It works the same way AI helpers like Alexa, Siri or Google Assistant work by understanding natural language and choosing how to respond. According to a study by Allegis, 58% of candidates comfortably interact with an AI for initial inquiry during the application process. However, 66% of candidates cannot comfortably interact with AI for interview and timing.
Analytics has the power to transform the HR function from recruitment and workforce planning to performance management and employee engagement. Predictive analysis is increasingly used to refocus labor planning lenses from qualitative to quantitative. This enables them to understand how valuable each employee is to the organization.
Predictive analytics enable the employer to view employees as a valuable asset to the organization. Also, it is possible to see which employee or department is underperforming. And it allows to understand what areas can be improved for the growth of the company by providing training to increase productivity or by moving employees to different departments. Collecting performance data and matching it with evaluation creates a feedback loop that allows employees to continually update their profile.
After multiple data breaches in restaurants, shops, streaming services and all other industries, data privacy has been a major issue. While some countries have published stricter data privacy regulations, efforts are made to secure data across all industries. Even big names like Facebook are under fire for their data privacy issues. This shows that despite all the advances the technology has made in the past, the data is still at risk.
In a survey conducted in the labor market, 93,000 people were asked whether their salaries were sufficient or not. Many of the respondents report low wages and financial difficulties. This problem is often caused by employees not knowing how much their colleagues are paid, and this can cause trust issues in the workplace.
The purpose of pay transparency is to ensure that every employee is paid fairly for their work. Pay transparency enables companies to tackle inequalities such as gender pay gaps. It also helps build trust in the workplace and supports the efforts of a diverse and inclusive workforce.
The job market is not only highly competitive for job seekers, but also competitive for organizations and recruiters. Companies have to do more to make their job offers attractive to their employees. Job interview is about finding the best candidate for the company, as well as finding the right company that appeals to job seekers with workplace culture, wages and opportunity.
Employees want to be successful, happy in their workplaces and earn money by coming to better positions as a career. Flexibility, holidays and bonuses are a great way to make business more attractive. Job seekers research an organization’s reputation before applying for a job, and employer branding is one of the most important factors here.
Changes in workplace cultures
In a world of rapid change, it is important to embrace transformation and have an open mind about today’s latest trends. Employers’ new approaches to work and lead to better levels of innovation and productivity among employees. Enabling people to work in a collaborative and supportive environment where they can solve problems together and produce creative and effective solutions to business lines is key to maintaining top talent in the workforce.
For a long time, closing the skills gap was a constant concern in every hiring manager’s mind. The gap between the skills of job seekers and the skills employers need is further exacerbated by the increasingly competitive recruiting environment. Companies consider tackling this and hiring alternative ‘candidates for some positions. An alternative candidate is someone who is not the perfect candidate designed by employers, but also wants to learn the skills required at the job and can be trained. As more people apply for jobs outside of their field, hiring alternative candidates has to become a more popular trend.
As a result, many changes continue to occur in employment trends for both companies and candidates. The way job seeking means companies must adapt to changing technologies and cultures and meet the expectations of the next generation of job seekers. However, employment trends are constantly changing and it is not possible to apply each trend to the way the organization operates. However, if we recognize and focus on areas that need improvement, it will be easier to keep up with changing trends in employment.
Author: Ozlem Guvenc Agaoglu