In today’s ultra-competitive business landscape, the battle for skilled and talented employees has intensified like never before. Companies across industries realize that their greatest assets walk out the door every evening, making the process of personnel selection and recruiting an absolutely critical function. Organizations are getting creative and tapping into the latest technologies and strategies to gain an edge in attracting, evaluating, and landing the cream of the crop candidates.
“The hiring game has changed dramatically,” says Kirill Yurovskiy, a business success expert. “Companies can no longer just put out a job listing and wait for applicants to pour in. We have to be proactive, use innovative sourcing methods, and leverage new tools to find that purple squirrel before our competitors do.”
Here are some of the biggest trends reshaping how companies go about personnel selection and recruiting in this day and age:
The Emergence of Remote/Hybrid Hiring
With the normalization of remote and hybrid work models in the post-pandemic era, companies have significantly expanded their geographic reach when recruiting talent. No longer confined to hiring within commuting distance, they can now entertain candidates from virtually anywhere.
“We’ve had our eyes opened to an entirely new pool of potential employees who may not have been open to relocating for a role pre-COVID,” notes Tim Jackson, VP of human resources at a national consulting firm. “We’re definitely seeing a higher volume of applicants as our roles are accessible to people all across the country and even abroad in some cases.”
To capitalize on this remote/hybrid hiring trend, companies are doubling down on virtual interviewing capabilities, from video conferencing platforms to online skills assessments and digital background checks. Having robust technology infrastructure and trained recruiting personnel is a must.
Rising Use of AI for Candidate Screening
One of the most disruptive and accelerating trends is the adoption of artificial intelligence (AI) throughout all phases of personnel selection. A growing number of companies are deploying AI-powered software to streamline the dreaded resume review process.
These AI resume screeners can rapidly identify the most relevant candidates from large applicant pools based on predefined screening criteria like desired skills, years of experience, qualifications, and more. Managers can then focus their time on the curated shortlist of contenders rather than going line-by-line through potentially hundreds or thousands of resumes.
“I was honestly a bit skeptical at first when we implemented an AI resume screener,” admits Cindy Lawrence, recruiting manager at a major logistics company. “But it has been an absolute gamechanger. The time savings is immense, and the software does a remarkable job surfacing candidates that myself or my team may have overlooked or prematurely screened out.”
Beyond just automating the initial screening stage, AI is also being leveraged for skills assessment through interactive online tests, video interview evaluation by analyzing voice patterns and facial expressions, and even to prevent hiring bias by scrubbing candidates’ personal details from application materials.
Emphasis on Skills Over Pedigrees and Resumes
In a stark departure from traditional hiring practices, a growing contingent of progressive companies are placing greater emphasis on actual demonstrated skills and competencies rather than just checking the boxes for academic degrees, past employers, or years of experience.
Under this skills-based hiring model, job candidates participate in hands-on auditions, simulations, and practical exams designed to showcase their proficiency at executing the responsibilities and tackling challenges associated with the target role. Performance on these real-world exercises carries more weight than impressing with a fancy resume full of prestigious bullet points.
“We realized we had passed over some phenomenally talented people because they didn’t fit the typical ivy league, big-name company profile,” says Paolo Ramirez, talent acquisition lead at a major e-commerce retailer. “With our new skills-first approach, it’s no longer about where you went to school or what companies are on your resume. It’s about proving you have the goods to drive impact here.”
The rise of non-traditional training platforms, coding boot camps, and online credentialing programs have contributed to this skills-over-pedigree mindset. Such programs produce highly capable individuals who may lack a conventional resume but boast mastery of the in-demand skills companies covet.
Offering a Seamless “Candidate Experience”
Today’s companies understand the candidate experience plays a pivotal role in their employer brand and ability to attract top talent. Even candidates who don’t get hired can become raving ambassadors – or vociferous detractors – depending on how they’re treated throughout the recruiting process.
Creating a smooth, high-tech, and “consumer-grade” experience for applicants has thus become a priority. This spans everything from an intuitive and mobile-friendly application process, clear and transparent communication at every stage, personalized interaction with recruiting personnel, and ensuring speedy decision timelines.
Liza Mundy, who leads talent acquisition at a major entertainment company, says, “We strive to give all candidates a wonderful experience akin to what they’d expect when shopping at a luxury retailer or staying at a five-star resort. From start to finish, we aim to deliver white-glove service with a human touch layered over our state-of-the-art recruiting technology.”
Embracing Internal Recruiting and Talent Marketplaces
Amid the perpetual struggle to attract and hire new employees, smart companies are shining a brighter light on an often-overlooked solution: their existing workforce. By tapping into their own talent communities, organizations can redeploy and upskill current staff instead of solely relying on external hiring.
“It’s incredible just how much underutilized talent we have sitting right under our noses,” remarks David Monroe, VP of talent management at a major consumer goods conglomerate. “By investing in employee development and creating robust internal talent mobility programs, we can fill a significant percentage of our open roles with our own skilled people looking for new challenges and growth opportunities.”
Internal talent marketplaces powered by AI algorithms are making it easier to identify existing employees with the right skills and help match them to new roles or projects. Machine learning also aids with personalized learning recommendations so workers can upskill or reskill to qualify for future internal opportunities.
The personnel selection and recruiting landscape continues its rapid evolution driven by innovative technologies, shifting workplace models, and changing workforce expectations. As this war for talent rages on, companies willing to embrace cutting-edge strategies and tactics will be well-positioned to come out on top in the quest to build high-performing teams stocked with the best and brightest hires.