4 Changes Recruitment Industry Will See in The Future

If there is one thing that has become very apparent in the last few years, it is that trends change in an instance. Due to the Covid-19 pandemic, the world shifted on its axis and everything changed in a very short amount of time. From our lifestyle to our work environment, every stratum of life was impacted in some way or the other. The job industry wasn’t left untouched either. The job industry saw a complete shift as the priorities of people changed overnight and remote working became popular and even the norm to some extent.

That is not all. Large and crowded offices were either closed down or had to reduce their workforce, shifting some of their workers to remote working. Businesses that couldn’t stay afloat during this difficult time had to be shut down and so many people faced joblessness. It became apparent during this time that life would never be the same. What has become even more apparent is that these trends are likely to change even more and the recruitment industry in ten years may be completely different from what it is today.

The importance of recruiters and recruiting in recruitment Industry:          

Recruiters are often not taken as seriously as they should be. Recruitment is not often considered a serious skill, and recruiters are overlooked. In the last few years though, a shift has been observed in which recruiters have finally been getting the recognition, not as much as they deserve but things are slowly getting better. In the next few years, recruiters are likely to gain even more recognition. Companies and governments will invest in the recruitment industry on a global scale to hire the best and most talented people.

The emergence of New Jobs:

This is the era of the emergence of Artificial Intelligence. It has become very obvious that many jobs today will be performed by Artificial Intelligence booted machines. This means that there will be a decrease in the number of jobs that are present today. To cover that and considering the shift in the job market, many new jobs will emerge. According to The World Economic Forum (2016), over 60% of the current primary school students would end up working in jobs that are not even present right now.

Many jobs such as Customer care, Virtual assistance, and positions in the retail industry will be occupied by AIs affecting almost two million jobs and robots will have replaced humans in many fields. On the other hand, the IT field will see a boom in new job opportunities such as Quantum Machine Learning Analyst, AI-Assisted Healthcare Technician, Cyber City Analyst, Master of Edge Computing, Data Detective, etc.

Algorithm Assisted Selection:

A decade or so ago, recruiters had to sift through mounds of resumes to shortlist candidates for interviews. Today, while the paper problem has been solved, recruiters still have to read through hundreds of resumes on their computer screen to find out whether or not a candidate is eligible for the role. A recruiter spends an average of six seconds reading through the entire resume and determining if the candidate is eligible for the job or not. That takes a lot of effort and may not prove to be entirely accurate. There is a very high chance of human error, where the recruiter might miss a great candidate or pass an ineligible candidate.

Another problem is that of bias, be it gender, age, or race-based. This is something recruiters are taught to avoid in their job training, but as human beings subject to error, recruiters still cannot remain entirely objective when it comes to the recruitment process.

There is, fortunately, a solution to this problem. Algorithm-assisted selection and shortlisting is the future of recruitment in which an algorithm will go through the hundreds of resumes sent to the company and the use of keywords and algorithms, determine which candidates are eligible for the job and which are not. Recruiters will be able to get their hands on powerful computer programs that will firstly analyze data, initially in talent pools and databases, and then in wider big data collections, to shortlist the candidates best suited for the roles, irrespective of gender and age, etc. Recruiters can then focus on executing higher-level selection tasks and techniques and using their intuition to handpick the best person for the job.

Career Hoppers:

Career hopping is a trend that is relatively new and has been observed in the younger generation in particular. Before, people used to get a job and then work in that particular company for the next decade or decade to be more precise. Nowadays, it is more common for a person to stick to a job for a few years before moving on to the next company, or even switching careers. It has been observed for instance, that a person working as a journalist may hop off to marketing or HR or even customer service. This is mainly due to the widespread dissatisfaction with the working trends, where people grow tired of a field after working in it for some time.

However, with the growing interest and investment in recruiting, it is predicted that recruiters will be able to again shift the trend from job-hopping to job ladder. This means that the working conditions will change to such an extent that the recruiter will be able to convince their employees to stay with their companies long term. If this comes to pass it will prove to be very beneficial in the long run and will certainly break this trend of job-hopping.

To conclude, the job market will see much change in the future and it is likely that it will be completely different from what it is today. Recruitment trends will transform and recruiter and candidates both will have to change their stance on how they approach and view the recruitment process.