Our Irish colleagues recruiters for the first time recorded a minimum unemployment rate of 4.8% in 2019. The main reason is called the rapid increase in the number of jobs in it (about 900 development companies with more than 20,000 people appeared on the island) and a considerable amount of export (16 billion euros per year). But what is good for job seekers complicates the lives of business owners. For example, in the selection of personnel, a real struggle for valuable personnel began. Therefore, local recruiting companies have to come up with the most effective methods for closing vacancies, make more flexible conditions and prepare interesting social packages.
It was the Irish who suggested that regular hr and recruiters pay attention to the following trends, which are likely to come in handy next year:
1.More Artificial Intelligence at Sourcing
The written code helps filter out those who do not exactly fit the request. It is not always possible to entrust the selection of suitable candidates to the program, but he will cope with the preparation of the most representative sample. Another good invention is chatbots, which saves sorsers. Firstly, they are always in touch, and secondly, they help to give answers to primitive questions without spending man-hours.
2. Focus on candidates’ soft skills
Predict by 2030 the value of emotional intelligence will significantly increase in the selection. Up to 22% of the solution for European employers will depend on its compliance. Recruiters are advised to pay attention to the following candidates: result-oriented, focused on building healthy relationships in the team and with business partners, respecting the rules and feeling comfortable in the processes, innovative, experimenters, pragmatists.
Ideally, during the withdrawal of an application, find out from the client which processes he would like to automate and which remain with the employees. And push away from his development plan to seek appropriate personnel.
3. Automation boom in HR
Employers began to understand how much time is spent on HR managers to create comfortable conditions for each employee. Therefore, sweat tasks will be automated soon and they will help to control, rather than generate requests. Simply put, record the presence / absence of an employee, give the go-ahead or ban on vacation, etc.
To summarize, we can say that the future of recruiting is confidently moving in the direction of automation. However, the interview process and the preparation of cases will still remain under the control of the performers. Let’s see if such changes are relevant for our region.