As we begin the new decade, there is an undeniable feeling that the recruiting landscape is changing.
Recruiters have to keep up with shifts in an ever-changing industry and be increasingly creative in a job-market that is largely candidate-driven.
Have you noticed that the processes and practices that used to work the first time, every time are now needing to be adapted to keep up with what clients and candidates want?
If so, you’re not alone, and to newbie recruiters, it must be a lot to get your head around.
At GSR2R we’ve always got our ear to the ground when it comes to recruiting trends, we like to stay ahead of the curve – it makes it so much easier to close deals when we understand what clients and candidates want – right now.
These are the 5 recruiting trends for 2020 that you don’t want to ignore (pay attention to these, and it will make your life so much easier!).
1. Standing Out in a Growing Industry
I’ll start here, as the growth of the industry is the primary reason for many of the most common problems recruiters come up against.
Standing out in an increasingly crowded market is an ongoing trend for many recruitment companies, big and small. The truth is that you need to overcome this challenge with smart strategies and some hard work.
How can you buck the trend?
The smartest recruiters are going to further lengths to ensure they stay relevant, and remain the go-to recruiter of choice for their trusted clients and candidates. My advice to standing out in the busy recruiting world of 2020 is to focus on customer service.
Connect with your candidates even more, send out personalised cards or tokens to your clients and candidates, utilise as many different mediums of contact as possible. Instead of only emails, connect with candidates on Whatsapp, Facebook messenger, LinkedIn messenger, set-up video calls to catch-up with them – make them aware that they are always on your radar.
Stay human, stay relatable, be honest (always) and genuinely listen to what your clients and candidates are saying to you.
2. Being Creative
As I mentioned in the intro, recruiters are using increasingly creative means to get through to the best candidates and to keep clients interested.
If you are looking for a specific type of candidate, this means putting in the time to ‘live’ where they do online. This can be online forums, reading the same blogs and news sites that they do, following the same people on Instagram…
When you can speak their language, they will believe that you are the recruiter that can really help them.
And build your own personal brand. If you specialise in one sector, make sure that anyone who looks at your LinkedIn or your Twitter page knows it. Share articles that your potential candidates will be interested in – make sure everyone who comes across you knows you’re an expert in your recruiting field.
3. Hiring People with Future Proof Skills
Sometimes, being a recruiter means having to predict the future – and getting it right!
Clients increasingly want recruiters to provide them with candidates who will grow with their company, and provide real value both now and for the future.
While crystal balls sadly don’t exist, you can make sure you are providing high-value candidates to your clients this year by seeking out those with the following future-proof soft skills-
- Critical thinking
- Emotional intelligence
It’s not just about hard skills anymore; clients want the best of the best candidates. But what do candidates want from their potential employers?
4. Aim For Diverse Clients
Diversity and inclusion aren’t going anywhere in 2020 – awareness around these topics have never been more in the spotlight. In fact, just last week it was announced by the Chartered Management Institute that conversations about football and cricket in the office should be limited as they can be exclusive and make some employees feel isolated.
But there has been a shift.
Instead of a candidate thinking more favourably about employers with diverse workforces, it has now become a deciding factor in many candidate’s minds.
The negative consequences of a lack of diversity in the workplace are well-known. Candidates are now actively seeking out employers who take these issues seriously.
When you aim to work with inclusive clients, you increase your pool of candidates who will view them as a preferred employer.
5. Gen Z
Millennials are so last decade. Well, not strictly true, but they have met their match in Gen Z, who are ascending just behind them.
In 2020, while millennials make up 35% of the workforce, Gen Z is just behind, with 24% of employees now aged 22 or under.
This demographic prefer even shorter, faster communications than millennials so bear this in mind when connecting with them.
Gen Z is more entrepreneurial than previous generations, and they are willing to work nights and weekends but only for a boss that they respect. They have a plethora of digital skills, being the first generation brought-up submerged in technology, and they can utilise these skills in the many job opportunities that it affords them. They’re great candidates for jobs that rely on tech, and these roles are ever-increasing.
Are you looking forward to 2020 with your current consultancy, or is it time for a change? We recruit talented consultants for a range of sectors, and if you would like to know what options are available to you, get in touch with our team today.