Micro trends in talent acquisition are the small, subtle shifts in the way organizations approach the process of finding and hiring top talent.
These trends can be driven by a variety of factors, including technological advancements, changes in the job market, and shifts in societal and cultural norms.
Here are six micro trends that could shape the way organizations approach talent acquisition in 2023:
1. Increased use of automation
As more and more processes become automated, it’s likely that we’ll see a rise in the use of artificial intelligence and other technologies to streamline the talent acquisition process. For example, Goldman Sachs has implemented an AI-powered chatbot called “Mya” to screen candidates and answer their questions.
2. Greater emphasis on diversity and inclusion
In recent years, there has been a push to increase diversity in the workplace, and this trend is likely to continue in the coming years. Talent acquisition professionals will need to be mindful of diversity and inclusion when sourcing candidates and may need to adopt new strategies to reach a wider pool of diverse candidates.
IBM has launched a number of initiatives to increase diversity in its hiring and retention efforts, including a program to recruit and train women in technical roles.
3. Increased use of social media and online platforms
Social media and online platforms such as LinkedIn and Glassdoor are already popular channels for recruiting, and this trend is likely to continue as more and more job seekers turn to the internet to find opportunities. Talent acquisition professionals will need to be active on these platforms and use them effectively to reach potential candidates. LinkedIn has over 30 million job listings on its platform.
4. Greater focus on employer branding
As competition for top talent intensifies, organizations will need to work harder to differentiate themselves and attract the best candidates. Employer branding will become increasingly important as organizations strive to create a compelling and attractive employer value proposition.
Google has worked hard to build a reputation as a great place to work, offering perks such as free food and on-site amenities to employees.
5. Increased use of skills-based assessments
Rather than relying solely on traditional measures such as resumes and cover letters, organizations may turn to skills-based assessments to identify the most qualified candidates. These assessments could include coding challenges, simulations, or other tests that allow organizations to evaluate candidates’ skills and abilities in a more hands-on way. Deloitte has implemented a coding challenge as part of its hiring process for technology roles.
6. Greater use of data and analytics
Talent acquisition professionals will need to use data and analytics to make informed decisions about their recruiting efforts. This could involve tracking key metrics such as time-to-hire, candidate conversion rates, and the effectiveness of different sourcing channels. LinkedIn’s Talent Insights tool allows companies to track trends in the job market and identify top talent in their industry. By leveraging data and analytics, organizations can make more informed decisions about their talent acquisition strategy and optimize their efforts to find the best candidates.
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