Executive candidates, on the other hand, will continue to receive a more bespoke process with numerous onsite visits and face-to-face one-on-ones. Second, they will have to decide when they’ll use virtual and when they’ll use in-person, how will they optimize the candidate experience and assessments advantages of in-person yet continue to leverage the speed and efficiency of virtual.Ĭandidates for entry-level positions may experience a completely virtual hiring process, not setting foot in the office until they’re onboarded, if then. First, businesses will need to refine their virtual processes and, as they nail the technology, make sure they continue to look for ways to add human touches back into their systems. The challenges for companies will be twofold. So, in the same way that a hybrid workforce of onsite and remote employees will become the standard, a hybrid hiring process that combines virtual and in-person elements will become the norm. And they’re both noting and embracing the cost and time savings that that change has brought with it. They have to teach leaders and managers how to think more broadly about their own choices and coach them to gravitate not toward who they ‘like’ but who adds to the organization." – Lauren Gardner, Vice President of Global Talent Acquisition at MicrosoftĬompanies have dabbled with video interviewing and remote assessments in the past, but the lockdown realities of COVID-19 have sparked them to create an end-to-end virtual recruiting process for the first time. They have to be able to answer questions about the company’s stance on diversity. "Recruiters have to be able to answer questions on culture. They will restructure hiring processes to reduce bias, from building diverse interview panels to mandating data-driven reporting against diversity goals. Recruiters will not only deliver a diverse pipeline of candidates but advocate for them and hold hiring managers accountable for moving those candidates through the funnel. Remote work will vastly expand available talent pools, allowing for greater access to candidates from underrepresented groups and deflating empty excuses that the talent isn’t there to be found. Diversity is not a feel-good “initiative,” but a business-critical imperative - one that recruiting can lead. Since companies around the world pledged their support for Black Lives Matter and greater diversity, candidates, employees, and consumers have been looking to see how those words will translate into action. And stay tuned for more stories: While this report lays out the big picture, over the coming months we’ll continue to share more detailed data insights, learnings from leading companies, and actionable tactics to help your team take on the future of recruiting. Read on for the full global report or download regional versions for North America, Europe and the Middle East, and Asia-Pacific. These predictions distill what we learned from a survey of over 1,500 talent professionals, exclusive data points from the LinkedIn platform, and in-depth interviews with talent leaders around the world. To help you manage these changes and get ahead of what’s coming next, we’re making six bold predictions about the future of recruiting. Diversity is finally being treated with the urgency and accountability it always deserved. Internal mobility and upskilling programs are being built out, many for the first time. Virtually recruiting remote workers is the new norm for many. Accelerated by COVID-19 and the movement for racial justice, changes that were expected to take years are happening instead in months. Recruiting today looks radically different than it did just a year ago.
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