HR and Recruiting predictions for 2021
Welcome to 2021!
The number 21 is associated with luck, risk, taking chances and having the world at your feet. It is the minimum age at which you can buy alcohol or enter the casino in the USA. All of which seems to correspond well with the year of the uncertainty.
Nevertheless, let’s try to formulate some trends in HR and Recruiting, based on our observations of the last 12 months.
The state of recruiting (in general) is strongly connected with the state of the economy. The higher the economic growth, the better the recruitment industry is. The economy will recover from the pandemic, but it will be patchy, as outbreaks and clampdowns in various parts of the world will come and go. Some industries will rebound quicker and the gap between strong and weak firms will widen. All of this will result in some sectors of recruitment developing dynamically while in others it will be a time of stagnation.
1.
The pandemic has accelerated the digital transformation of many business areas and people's behaviour, e.g. large-scale video-conferencing, online shopping and events, distance learning. In the coming months, it will become more clear which changes will continue and which, as we return to off-line activities, will disappear.
2.
One of such changes is the implementation of remote work in job positions that make this possible. Remote work in 2021 will remain as an essential trend, but companies will look for optimal solutions in this area. From the possibility of 100% remote working in the long term, through various hybrid work models to the option of a 100% return to the office.
3.
In relation to the strengthening of the remote and hybrid work, it is interesting to see the change in the role played by office spaces. We can expect that their role as a place for team integration, key meetings and training will increase. This requires a change in the arrangement of the spaces to meet the new expectations.
4.
Remote work opens up employment opportunities for specialists from different regions. As a result, access to specialists with the highest qualifications is not restricted geographically. Many companies, including those from the IT industry, are already using this solution, looking for specialists all over the world or limiting themselves to specific regions. The answer to the question of whether this trend will strengthen will depend on companies' approach to remote working.
5.
The implementation of remote working has also resulted in the transfer of recruitment and onboarding processes to an on-line mode. Remaining in this mode requires the analysis and adjustment of processes to these conditions. The challenge in 100% online recruitment and onboarding is to examine the cultural fit of candidates, but also to present the culture of the company and the atmosphere in the team in such a way that the candidate has a chance to feel the real climate of the organisation and decide whether he wants to be a part of it.
6.
We anticipate that the coming months will be a time of increased investment in employer branding. Remote working and the associated reduction of natural human contacts have made it necessary to strengthen the transparency inside and outside the organisation, which builds the credibility of the company. The new trends in EB are emphasizing the stable situation of the company and paying attention to the physical and mental well-being of employees.
7.
The concept of diversity & inclusion will continue to be developed. In this field, there is a need for companies to develop plans on how to implement this concept in a practical way, including how to approach the search for candidates strategically, taking into account diverse talent.
What are your predictions for 2021 in HR and Recruiting area?
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