This article has been submitted by Eploy
A recent report from The Recruitment and Employment Confederation says that employers and recruiters need to wake up to urgent labour market challenges and act now if they are to avoid rising skill shortages and prepare for changes in the world of work.
Driving this change is the UK’s labour market combined with the impending ‘threat’ of automation and demographic changes that will also impact the future of recruitment.
Next Gen Demographics
By 2020, just two and a half years away, it is reported that millennials will make up over a third of the global workforce.
Generation Z, (often referred to as those post millennials born after ‘95) are digital natives and have grown up online. Gen Z are already entering the workplace and it is reported their economic and workforce future will be very different to what has gone before. They are the first generation to come of age in the new millennium and have never been exposed to landlines or internet dial up!
Collectively, this group will change the job market and ways of recruiting as we know it today.
Are you prepared for an increasing millennial workforce and generation Z?
Millennials attitude to employment is changing recruiting practices – the channels they use to interact, their values and their expectations. Millennials have an appetite for new challenges and Manpower Group report that when asked, the “right” amount of time to stay in a single role before being promoted or moving to another, about two-thirds said less than two years and a quarter said less than 12 months.
So as well as the changing job types that will be available in the market and the available skills to match those jobs, the drivers for next generation employees is changing too and flexibility is key.
From a HR & Recruitment perspective, you cannot afford not to appeal to the next generation. How you attract, recruit and convert new recruits into brand ambassadors is vital.
The aforementioned automation also applies to recruitment processes in automating and streamlining manual processes. Talent pooling, candidate engagement & assessment, interview scheduling and authorising job offers all need to be ramped up if you are to remain competitive.
So, as technology advances, HR and Recruiters will have to embrace new ideas such as online screening for candidate suitability, video interviewing and even gamification through scenario based assessments. Almost certainly a collaborative approach between departments; HR, Talent Managers and Recruiters is of growing importance because changing ways of working and changing hiring methods are going to shape the recruitment industry, and you need to act now.
The time is right for recruiters and employers to take a look at their recruitment and people strategy to ensure it is future proofed to attract, retain and develop for the next generation. This free e-book is crammed full of advice and checklists – considering every stakeholder.
We sought to dig deeper with how to attract the right candidates and what channels work best for different sectors. The candidate attraction report 2017 is an extensive survey that examines the opinion of over 700 UK based recruitment consultants and in-house recruiters. The report provides an in depth analysis for planning your candidate attraction strategy with actionable insights.
- What the top candidate sourcing challenges are
- What are the tools that work in sourcing quality candidates? (by sector and company size)
- What are the underperforming channels you regularly rely on?
- Recruitment marketing tactics
- Further insights on ways to succeed on both sides of the recruitment fence