Highlights
- IMS People Possible provide 2020 insights and an exploration of key trends for the year ahead in the UK recruitment industry.
- 2020 will continue to focus on the technological advancements in recruitment; however, recruiters must ensure that the human aspect of hiring does not suffer to make way for autonomous processes.
As 2020 begins, IMS People Possible look ahead to the year in recruitment, providing our insights into what trends are likely to define the industry this year.
Digital Innovation:
Artificial Intelligence was a key talking point of 2019, with its implementation industry-wide creating an enormous amount of change. However, 2020 is set to follow the same course. Many new apps, platforms and software are already set to be released early in 2020 to aid in everything from candidate sourcing to onboarding processes. But, despite the popularity of recruitment technology, some recruiters are still reluctant to accept it entirely and continue to rely on more traditional methods of sourcing and screening.
According to a survey from Ideal, Virtual Reality is predicted for a breakout in 2020, with over 63% of professionals expressing the desire to utilise it in 2020. The ability to interview candidates remotely, keep in touch with clients and create a more active and immersive onboarding process, will drive interest in the technology and may become the preferred method of interviewing before the year ends.
Autonomation:
Automation tools are becoming increasingly popular for recruiters worldwide. It’s used primarily for streamlining the recruitment process, allowing recruiters to focus more on the personal side of the process and allow automation tools to complete time-consuming tasks. According to CareerBuilder, recruiters lose 14 hours per week completing manual tasks that could easily be automated, with the right software.
Applicant Tracking Software (ATS) has been the most popular tool used by recruiters so far. ATS is used for tasks such as screening resumes, keeping candidate pools organised, engaging with previous candidates and ranking candidates. According to ModernHire, ATS is used by over 50% of recruitment firms and this number is set to increase drastically in 2020.
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Social Media:
According to SHRM, over 84% of businesses are now using social media to hire new employees, and this figure is predicted to increase by 9%. Failing to adopt the new trend of social recruiting is likely to reduce your candidate reach and allows many other recruiters to out-recruit you. With bespoke recruitment tools on social media becoming popular with candidates and recruiters alike, 2020 will see a continued rise in social recruiting.
Candidate Experience:
Much time is often spent in completing daily tasks that surround recruitment, whether that entails reaching out to new clients, hunting for new candidates or maybe some clerical tasks that must be completed. Due to this, some candidates feel ignored or not valued by their recruitment agency and begin to look elsewhere. Taking the time to preserve your relationships with candidates can considerably improve their experience. To continue to attract candidates with niche skills, recruiters must ensure their processes surrounding candidate experience are optimised to keep candidates engaged in the recruitment process.
2020 will continue to focus on the technological advancements in recruitment; however, recruiters must ensure that the human aspect of hiring does not suffer to make way for autonomous processes.
