Hiring teams and managers have been through a lot the last two years. Learn how to get ahead for the next two.

Posted by Mark Bohdanyk on September 27, 2021

Last year was one of the toughest on record for hiring managers, hiring teams and recruiters.  Not only did everyone have to contend with shifting from in-person interviewing to creating and learning remote methods, many companies had their budgets dramatically slashed, causing a lot of uncertainty, and in some cases, turnover.

Here we are preparing to close out the last quarter of 2021, and there are some valuable lessons to have learned from last year and this year that we can take and apply to the next two years to make hiring easier for our organizations:

1. The Pandemic, and virtual/remote hiring isn't going anywhere yet.  
With experts still saying another year in the US until things track back towards normalcy, that means our adapted online/interview strategies are here to stay for a while, if not permanently.  In a LinkedIn study earlier this year, over 1500 talent acquisition professionals indicated these trends and outlooks  in 28 different countries.  And according to 70% of them, mixed in-person and virtual/online interviews aren't going anywhere, purely due to cost benefits and time savings.   The study participants expect this to be the standardized way moving forward, as it increases the company's speed to hire, but also creates a level of safety for all participants.  

The key when implementing these is to have a Hiring Automation Platform that prescreens recipients, so you and your team are only dealing with the qualified candidates and moving them through the process.  This will be especially crucial as there are more job seekers in the market today than within the last 30 years.

2. Inward and Upward
50% of the participants expected their hiring budgets to decrease in 2021, while their internal learning budget would stay the same or increase.  One of the things reported across all industries after 2020 was that companies were looking internally to promote or reskill current employees to fill gaps.  Making sure you have a platform that allows for publishing your jobs to either internal or external boards will be key in facilitating opportunities for mobile movement in your organization.

3. Diversity and Inclusion
With the events of this last year on many folks mind, Dan Schawbel of Workplace Intelligence, an HR advisory board and think tank based out of New York City says that "This year, 70 percent of job seekers said they want to work for a company that demonstrates a commitment to diversity and inclusion."  LinkedIn's previously mentioned study says that currently, 45% of hiring managers are not held accountable for DE&I goals and targets.  Many experts like Schwabel believe this will be something that changes moving forward over the next year.  "Companies recognize that they are being scrutinized more than ever by stakeholders and are committing to aggressive diversity targets."

Are you familiar with where and how your jobs are being targeted for job boards through your current ATS?

Here is a download of statistical data from the major job boards to help you meet and exceed your diversity goals.

HireMojo's Hiring Automation Platform (HAP) was designed to take all of these factors into consideration to help you make the right hire faster, easier and less expensively.

Click Here to get a free demo of the world's first curated Hiring Automated Platform designed to address the pain points of hiring, automating most of the administrative work of the hiring process through Mo, our AI RecruiterBot™ - allowing you and your team to focus on the human parts of hiring.  All at a single, transparent cost well below other ATS offerings, from other companies that don't fully address your pain points.

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