Staffing Industry Analysts report that there were about 1.9 jobs for every unemployed person in May 2022, with job openings far exceeding the number of job seekers. With such a tight labour market, it’s never been more critical than now to provide a seamless experience for your candidates, to ensure you’re staying ahead of the competition.
The recruitment industry has, like many service-based industries, benefitted immensely from the spread of digital tools and the integration of automation.
But as we sit on the cusp of Web 3.0, and as companies continue to rapidly digitise in the wake of COVID-19 and our new normal of hybrid working patterns and new candidate expectations, how will our industry – replete with numerous ATS providers and recruitment tech – continue to evolve?
It’s worth noting how employers are factoring in tech, and specifically AI, into the future of work.
Are you attracting the right talent?
We live in a different world of recruitment.
How graduate talent works, looks for jobs and wants to be hired has drastically changed in the last two years.
One thing is for sure; getting an accurate pulse on emerging graduate recruitment trends isn’t easy.
We put the legwork into identifying and summarizing those key trends for you.
After reading this article, you’ll have a huge edge in recruiting in an increasingly competitive environment.
Digital transformation has been making headlines for some time now, and a previous study from IDC and Cornerstone showed that more than eight in 10 companies consider HR to play a very important role in ensuring those strategic projects are successful. Often, they also include the digitalisation of HR itself, or some of its components. This is why it’s important for HR professionals to keep up to date with the HR software lingo. What do we really mean when we talk about HRIS, Talent management, Learning management or Applicant Tracking?
The Covid-19 pandemic has had a reversal effect on gender equality. In 2021, the percentage of women in or looking for work in the US was at 57.4% – the lowest it had been since December 1988.
Many organisations want to actively promote gender equality in the workplace. But even with the best intentions, bias can be unconsciously embedded within every stage of the recruitment process. This puts women at a disadvantage and stifles any effort towards the development of a truly inclusive culture.
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