| |NOVEMBER 20229TOP THREE TRENDS IN INDUSTRIAL RECRUITMENTIn particular, the industrial recruitment has undergone a seachange, since the last one year. Some of these changes have been glacial,while others happen at a lighting speed. The main changes have happened owing to the technological advancements, which have ultimately shifted the hiring process. This disruption shows no signs of slowing down, and this new decade is predicted to present other new recruitment trends.In this article, we have listed the key trends in Industrialrecruitment in the post pandemic era.USE OF ROBOTIC PROCESS AUTOMATIONAn increasingly common technology that may automate manual, repetitive tasks is robotic process automation (RPA). RPA bots can complete a wide range of recruitment duties that would often take many hours. RPA carries out mass activities without any kind of human involvement.For instance, it takes a lot of work but doesn't require a human to be involved to verify paperwork for a lot of candidates. Each document may be quickly processed by a bot for verification, with the findings being uploaded into an applicant tracking system. Employers may save a lot of time and work by doing this.RPA is popular because it is capable of performing a great deal of labor-intensive work quickly while also improving and automating the procedures involved in hiring new employees. Based on the abilities and potential identified from applicant profiles, resumes, and social media,the technologywhen integrated with AIcan source, screen, sort, and rank prospects to build a pipeline of competent candidates who are likely to succeed in open jobs. Using an RPA bot, recruiters may reduce the time required for these repetitive manual processes fromhours or days to just a few minutes.RISE IN CONTINGENT EMPLOYMENTStaffing the workforce is increasingly difficult as businesses face a prolonged period of disruption and uncertainty caused by COVID-19 infections and quarantine rules. Fluctuating business needs require flexibility, and contingent labor can help meet those demands.Over the past few years, there has been an upward trend in using contingent workers and creating a hiring process expressly for them. Talent acquisition is different for contingent workers than it is for full - time employees, and organizations need to be set up to seek out, recruit and process these types of hires.A vendor management system has proved to be a useful tool for managing procurement of contingent workers. However, organizations should also be prepared to use their career site and social media marketing to appeal to contingent workers and set up different interview methods and vendor approval processes.ANALYTICS HITTING BULLSEYEHR is now adopting analytics at a rapid rate and the use of analytics across talent acquisition processes helps deliver data - driven decision-making and insights to identify areas of strength and weakness, as well as reduce the cost of talent acquisition practices, identify problems and blockages in the process, and fill vacant roles more quickly.On a more precise note, predictive analytics is now helping the recruiters to predict the future trends, such as estimated future candidate performance, predicted time to fill, interview acceptance probability and predicted tenure of a candidate.Advances in technology means that aggregation, trend identification, visualization and predictive analytics are now standard parts of most recruiting softwares.PROGRESSING TOWARDS FUTUREThe advancements in technology will significantly impact the recruitment process in 2022 and beyond. Recruitment agencies will have to adapt to the changes and start embracing the trends of time.In the coming days, technology and Human analytics will work in tandem to develop a robust recruiting ecosystem; that will help the most suitable candidates towards their rewarding job. Many of these trends will set a precedent for a focus on inclusivity and progress, all good things for both sides of the hiring process. Talent acquisition is different for contingent workers than it is for full - time employees, and organizations need to be set up to seek out, recruit and process these types of hires
< Page 8 | Page 10 >