New Trends in Recruitment and Selection for 2019

The new year brings new trends in recruitment and selection for 2019. Jobs change, and so do the ways of recruiting; not being aware of them implies not being able to take advantage of 100% of the tools we have at our disposal, and it may even happen that we are left out of the market.

Today, selecting candidates is focused on talents, on those candidates who are no longer human resources but talents, people with competencies. For this, the new trends in recruitment and selection for 2019 are mentioned:

Mobile devices

Google and other search engines are indexing their pages to make them more and more responsive to mobile devices. This has become "the computer" of users, where more and more people spend more and more hours in front of the screen and perform various actions on it.

Today, job search through mobile devices is growing exponentially. That is why many companies offer apps or simple forms to make it easy for talent to apply. It is necessary to discard long or complex application forms since the candidate may be pushed to abandon the page or the application quickly. If you are looking for talent, remember that you are not the only one looking for talent.

The employer brand

A study by LinkedIn has shown that 75% of candidates study the reputation of the company or brand to which they will apply. A company with a bad reputation is not attractive to talents who may be looking for a job with better conditions than the one they currently have or a job that offers them greater possibilities for advancement.

Goodbye to paper

As you can see in recent years, the trend toward the disappearance of the paper CV is increasing. In 2019, this will continue to grow exponentially until it disappears. Many companies today adhere to environmental care policies, and the reality is that printing CVs plus a portfolio and documentation does not help the welfare of forests. Besides, papers get lost, are easily damaged, and when a candidate wants to update their CV, they must bring it back again.

On the other hand, if digital is the trend today, accepting paper CVs does not go with the virtual trend. Nowadays, even personnel files tend to be virtualized.

Recruitment software

Software is becoming increasingly advanced and essential to optimize selection processes. Often, time pressure makes software crucial to streamline, simplify and automate the hiring process. In 2019, bots will be used to facilitate mass and first-stage selection processes. Selection and evaluation software will become more and more indispensable as it gives a significant advantage to the companies that use it in their recruitment processes to bring in the best talent.

Evalart, for example, facilitates the acquisition of multiple tests on a single platform, where the recruiter sends the tests to the candidates by email, and once they respond, the recruiter can view the results online. It is no longer necessary to arrange a meeting between recruiter and candidate, or to have the tests and the physical space to administer them. Profile-specific tests can greatly improve the selection process and objectively and effectively identify the best candidates. You can learn more about Evalart and how it can help you in your selection processes by following this link.

The candidate's experience

This is not about the candidate's work experience but their experience in the selection process. Increasingly, recruiters must be attentive, neat, and cordial to the talent they are looking for. Today I was reading about an IT industry professional who had been called about a job proposal, and the recruiter got his name wrong 4 times. The candidate dismissed the proposal because the interviewer was not paying attention. This caused the candidate to lose interest in it.

The good experiences of candidates (even if they are not selected) usually mark their commitment to the selector or employer; they will follow them or may recommend another candidate.

Part of the selection process is to let people know if they were not hired; even when time is short, an email letting them know that the candidate or candidates were not selected can make a difference in a selection process.

Work flexibility

Much is said, but little is being done on this path. For 2019, work flexibility will be paramount, as much or more than salary. Today's millennials yearn for their time and prefer to optimize it. They are far from working 9 or 8 hours in the usual work schedule from 8 am to 4/5 pm. Today they prefer shorter working hours, working by objectives, home-office for a minimum of 1 or 2 days a week, and the possibility of breaking away from work to do an activity they like and then resuming. In 2019, talents will manage their own time.

Companies that do not take this change seriously will be disadvantaged, as their talents will fly away to better working conditions and leave them with scarce resources. For many companies (especially the more conservative ones) it will be complex, but they will have to choose between running out of experienced and/or talented people or making a cultural change.