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Global Statistics Shaping Recruitment Trends and its Implications in the Workplace

Global Statistics Shaping Recruitment Trends and its Implications in the Workplace

June 7, 2017
Guest Post

The omnipresence of internet, technology, and social interconnectedness in this age has given rise to major changes in workforce recruitment and employment.

For one, HR teams are capitalizing on various tools and techniques to search and attract the best talent in the wild such as data analytics, artificial intelligence (AI) or machine learning, and social recruitment, to name a few.

On the other hand, job seekers are taking a different route finding the right company for them. Millennials, in particular, are not only going after an attractive paycheck to bring home but also a host of other factors when making decisions about their career.

Altogether, these trends are changing the workplace for both employers and employees—giving various stakeholders valuable insights on what makes a great company culture.

Here are a few takeaways from the compilation of statistics we rounded up about current trends in workforce recruitment:

1. Companies need to engage their employees on a more personal and humane level.

Gone are the days when employers had the sole upper hand in choosing whom to hire. By contrast, the majority of people, specifically about 80 percent of those seeking employment in these modern times are raising their standards when it comes to choosing a company with a positive and friendly culture and image.

Promoting diversity and inclusion within the workforce has then become a top priority among organizations seeing that a work culture that does not tolerate discrimination or bias makes employees feel empowered and motivated. In effect, such positive atmosphere at work translates to a good overall performance for the company.

2. Employee training is a crucial aspect of business management and success.

With hiring poised to increase on a global scale, companies are recognizing the significance of culture fit and skills matching among its workforce considering that these attributes relate very well to the idea that human resources are any organization’s most important asset. Without people on board, the company’s operations may not go forward at all.

Companies will then do better when it comes to forming teams of people who can be trained to demonstrate skills that are representative of the industry. For instance, marketing professionals are expected to have competencies in communication, customer service, interpersonal relationships, presentation design, and the like.

Although someone might not have the relevant marketing degree, companies can still tap them for work by investing time and effort in training potential marketing people who can develop both technical and soft skills needed for the job. 

3. Millennials have a goal-oriented attitude and are attracted to organizations that help them thrive.

Millennials are the largest group comprising today’s workforce. As the generation that embodies passion and creativity, it’s important for companies to provide them opportunities for continuous learning, professional advancement, and career growth. That said, workplaces could combine both traditional and innovative methods in employee training.

On the traditional front, mentoring programs could take center stage, as more seasoned managers plan and conduct coaching sessions with their younger counterparts. A system that gives immediate feedback should likewise be in place.

Meanwhile, artificial intelligence is an innovative technology that can be implemented in teams or departments most likely to benefit from AI, machine learning, or robotics. Some areas where AI can have relevant use include customer service, HR, data and analytics, and marketing—the possibilities are aplenty.

4. Integrating social media into the company culture is helpful for contemporary branding.

With billions of people now on social, companies could be more aggressive in promoting their brand, culture, products, and services on these channels. Having a dedicated social team will greatly help in the organization’s social media initiatives.

This team can work with the HR in honoring model employees on social or share photos of fun events with the followers of the company. Social is also a useful venue for highlighting the company’s momentous occasions or corporate social responsibility campaigns.

It also goes without saying that companies who are responsive to customers on social are very likely to gain higher approval ratings from social media users and enhance their company image.

The quality of workforce that we have right now brings with them a fresh, new approach to how we all live, communicate, and interact with one another. These employees and young professionals are looking for companies whose work environment matches what’s most important for them: a company culture that’s characterized by personal growth, constant interconnectedness, and meaningful work that’s relevant to society as a whole.

Indeed, businesses who can best respond to these cultural transformations will be the company of choice among today’s top talent.

About the Author

With an eye for detail and attitude towards excellence, Edward Page has proven himself to be ThisWay Global’s guide in recruitment technology. As a Business Development head, he leads a team to keep on pushing the envelope when it comes to using technology for recruitment—a hiring process that focuses on diversity and less on the bias. With a full grasp of ThisWay Global’s Match-ic technology, he’s willing to set foot in opportunities for the organization’s growth and development.

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