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Tech recruiting requires constant innovation, that’s no news to the industry. To hire developers and other tech professionals to work on promising IT projects, you need to know the hiring trends that shape the future of recruitment process and shift along with the 4IR, 4th Industrial Revolution. It affects both technical and business worlds. Your awareness now could influence future hiring decisions and, who knows, could be the deciding factor in the company's success.
The future of recruiting
AI automatization
To make the processes more efficient and client-oriented, a lot of tech leaders and technology staffing service providers shift to automatized CV scanning technologies to filter through a lot (and we mean A LOT) of candidates to find the best fits for the company.
AI chatbots redefine the future of recruiting stages by taking the workload off of the humans’ hands and sifting through information like they were made for it (in fact, they were). They can source candidates, screen and shortlist them, manage recruitment logistics, administrate the periods of onboarding and probation, and activate recruitment referral campaigns. Moreover, AI chatbots give companies room for gamification. And, they can do it 24/7!
All of this will be done under the watchful eyes of experienced HR professionals, who will step in when the human touch is needed. Even in the future of technical recruiting, new processes will require data and recruitment marketing strategies to be useful. Right now the most valuable asset new technology can provide is saved time for the HR team to spend on more pressing recruiting objectives — personalized approach in interviews, analytics, milestone check-ups, employee experience management, etc.
The future of recruiting is secure with Blockchain
Any HR specialist has encountered misleading information on a CV — exaggerated achievements, inconsistencies in dates, and sometimes even made-up places of work, diplomas, etc.
The future of recruiting technology will allow recruiters to always have secure access to verified and up-to-date candidate information. Blockchain will enable recruitment, verification, smart contract, secure transactions, attendance, compliance, auditing, fraud prevention, and data protection. Some startups already deliver HR service solutions with the help of blockchain technology (applicant data transparency, payroll, People Ops, and other post-hiring outstaffing processes).
Offices are going hybrid (again)
Hybrid working is not going anywhere, but is strengthening its position as a popular choice for tech professionals around the world . Companies should consider the wishes of their tech teams, who have realized the benefits of working from home and come into the office only when needed for important meetings. Flexibility plays a big role in the future of the recruiting business.
Office spaces, of course, are not going anywhere, but they perform more like hubs, places for important decisions, strategic meetings and team-building exercises. Rethink your office space usage to optimize the company budget and possibly reinvest those funds into something more pressing for the company.
Diversify the workflow, allow people to allocate their own time, and determine their workplace, and they will be more than happy to continue their contract for years to come.
EX and healthy company culture
With the change in years and technology comes a new generation of workforce: Gen Z. These no longer newcomers to the world of IT business know their worth, expect respect from their bosses, and want an overhaul of outdated company practices. They dictate the changes in the recruiting future of the company. No more burnout and vivat la work-time balance!
The developers’ opinion and satisfaction with the company is vital. From the candidates studying a job offer to team members who are thinking about transferring to another department or company –– it reflects on the business and requires all the attention from a company.
If your hiring and recruiting processes are facing sudden setbacks that might damage a time sensitive project, consider studying the factors that slow down hiring in IT to be on top of things and avoid any scaling challenges.
Your engineering team members need to have confidence in the future and understand where the company is going and what their impact is. This ensures their stability and potential growth in the future. It also guarantees their loyalty to you.
Compensation and bonuses questions are worth revisiting, as this is the second most important factor in staff retention, following confidence in one's place of employment. Finance incentives are more and more perceived as a reflection of one’s impact on reaching the company’s goals. And we know, for Post-Millennials, impact is everything.
Work-life balance satisfaction is also a key factor for tech specialists. These years have been particularly difficult for all companies and their teams, especially in the IT and financial sectors, requiring big adjustments and a 120% performance rate. Such a rhythm is undoubtedly exhausting and makes even the most reliable engineers wonder if it's worth it. Tech specialists who want flexibility are setting boundaries, and it’s vital that they’re heard.
Outdated processes in companies lead to lost time, resources and motivation. Generation Z expects that companies rethink their tech operations to possibly make some time-saving changes and give their younger teams what they need. Automation and cloud computing help to resolve new unseen challenges at the blink of an eye, accelerating task completion and reducing burnout among the team. It will also help with scaling up, consulting and IT staff augmentation services by providing secure and quick access to company files for new team members.
Unclear goals and faceless job assignments can be perceived as daunting and demotivating as well. It’s not all doom and gloom, though. A good idea could be to invest in more systematic and frequent company culture talks, and make sure your teams know about the company values, plans, and general in-house vibe, that shapes their working environment.
To improve the teams’ experience, some companies have started introducing roles like Chief Experience Officer (CXO), understanding how crucial it is to keep up with the changing needs of the generation Z in the long run.
Data is everything
To optimize your hiring experience, pay attention to a metric of your choice to be on top of things you might want to change. Cost-per-hire, Time-to-hire, Source of hire, Candidate experience scores, Job offer acceptance rates — those are the important performance reports, that will help you spot the gaps in the hiring process.
Collect the data using contemporary software that will help you track, compare and analyze it in the future. Our hiring team will be able to identify the lags and make changes in your recruiting methodologies accordingly: diversify the sourcing methods, prepare screening questions, create a scheduling system for interviews, workshop the best-looking job offers that will appeal to the candidates, create or improve the existing onboarding process, etc.
40% of every company time is spent on non-profitable activities. To avoid making that percentage higher, consider hiring some HR professionals. The benefits of using a staffing agency are quite vast: such partnership will let you pick out and welcome new tech experts with important skills into the company, while staying focused on your core development expertise and on top of your strategic task.
Future recruitment is up to you
Although the sea of business is rough, tossing your company’s ship to and fro, you are still firmly at the helm. People, technology, and future recruitment approaches change, but the drive to grow your company remains the same. You don't get seasick, do you?
In order to keep traversing the tech industry waters, we recommend choosing a trusted partner, who will make sure that your ship has the right tech crew. Contact us to schedule a call at [email protected].
FAQ
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What is the future of HR recruiter?
The future of the HR recruiter in tech holds a lot of adjusting to the changes. Their performance depends on their willingness to implement new technologies into their workflows.
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Will recruiters become obsolete?
Recruiters are not becoming obsolete anytime soon. Just like with other industries, their role is being reimagined, freeing time for creative decisions, while digitalized and AI-assisted processes will be covered by tech solutions. The future of recruiting industry is still very much human.
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What is the future of recruiting industry?
The future of recruitment is accelerated workflows, verifying the quality of the employee experience, and keeping cloud information and transactions secure.
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