"IT'S NOT ENOUGH TO POST A VACANCY AND WAIT." HOW TECHNOLOGY AND

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Progressive recruiting practitioners and theorists around the world constantly monitor and analyze movements in the labor market, identifying the causes and patterns of changes. This is how the main trends in the development of the industry are determined. Using different criteria, we can identify 23 current trends, or 6-7 in general, or even one complex one. Of course, along with global trends, there are local features of the development of the local labor market, but we can say for sure that technology and the consequences of the pandemic will determine most of the trends in the recruiting industry in the next few years.
We made a Solomonic decision, and in this publication we decided to introduce you to the top ten global recruiting trends, thereby symbolically marking the first anniversary of our company.

NOT JUST A RESUME, BUT ALSO BIG DATA
Data strategy/data analytics is one of the virtual phone number service current recruiting trends. Recruiters and talent managers have always relied on data (candidate resumes, results of completed tasks, tests, questionnaires) to make decisions about who to hire. The shift to big data means that the information field from which to draw information about a candidate will be broader, questions will be more detailed, and answers will be more informative. However, data means little without the necessary analysis. Technology can help identify suitable candidates, but recruiters must know how to analyze this data and use its capabilities effectively.

ARTIFICIAL INTELLIGENCE WILL BE USED TO SEARCH FOR CANDIDATES
"IT'S NOT ENOUGH TO POST A VACANCY AND WAIT." HOW TECHNOLOGY AND POSTCOVID HAVE CHANGED RECRUITMENT. Photo 1
According to a survey by CareerBuilder (a job board website in over 60 countries), 72% of employers believe that some roles in the sourcing and hiring process will be automated within the next 10 years. In the recruiting market, up to 50% of firms in the U.S. are already using automation and artificial intelligence (AI) to source candidates.

Proponents of using AI in the recruitment process point to its core value: objectivity. Humans are inherently subjective and prone to stereotypes, and here AI has a decisive advantage: it has no biases other than those you feed into the program. This saves time and improves work at all stages of talent acquisition.

Professionals are wary of using AI as part of the selection and hiring process, believing that it makes the company impersonal.
But the opposite is true: automation can shift repetitive tasks to a bot, allowing recruiters to spend more time communicating with candidates.

AI will not replace the role of recruiter in the near future - representatives of this profession should not worry. Intelligent automation can complement the work by filtering data quickly, transparently, without bias and errors. AI can analyze big data, looking for patterns and specific characteristics, presenting information on template topics, notifications, registrations and follow-up actions. AI and digitalization will allow recruiters to focus on the most important aspects of hiring, such as finding talent and establishing personal connections with candidates. At the same time, the candidate’s expertise, qualifications, and experience will remain fundamental when assessing their potential for hiring.

HIRING AND ADAPTATION IS LIKE A GAME
"IT'S NOT ENOUGH TO POST A VACANCY AND WAIT." HOW TECHNOLOGY AND POSTCOVID HAVE CHANGED RECRUITMENT. Photo 2
Another technological trend in recruiting can be considered gamification of the hiring process. The introduction of game systems allows to reduce the hiring time and achieve more active participation of the candidate in this process. Gamification makes recruitment more interactive and increases the value of the company's brand as progressive and advanced in the field of implementing new technologies.

Gamification in HR is not limited to finding and hiring the right people, but also extends to the onboarding process. Available data shows a 50% increase in engagement when gamification is implemented, as well as a 36% decrease in turnover. The goal of gaming applications is to pre-simulate the work environment, which allows both the candidate and the company to gain valuable information that will help both parties make appropriate decisions: the candidate can understand whether the job is right for him, and the company can evaluate not only the specialist’s performance, but also take a deeper approach to assessing skills, communication, personality and other important aspects for the position.

REMOTE WORK AND HYBRID WORK WILL BECOME THE STANDARD
During the pandemic, people have embraced remote work, appreciated its possibilities, and seen the benefit of a much better work-life balance. They will likely want to keep it that way. It is likely that candidates will expect remote or hybrid work to be the standard in the future. This trend will play a significant role in the global professional landscape.
In order to effectively engage with each unique candidate, whether they are remote or in person, a recruiter must master not only traditional approaches, but also virtual recruiting tools. As companies move to remote or hybrid hiring models, competition for talent anywhere in the world will become increasingly fierce. What does this mean for a recruiter? It is important to be on trend today and learn how to be effective in this hiring model, constantly improve your knowledge and skills, and master new methods of finding and attracting the best candidates.

DEMAND FOR GIGABYTE WORKERS
"IT'S NOT ENOUGH TO POST A VACANCY AND WAIT." HOW TECHNOLOGY AND POSTCOVID HAVE CHANGED RECRUITMENT. Photo 3


With the emergence of remote work, the increase in new goals and challenges for business, there is a shortage of specialists with the skills and competencies that a company needs to quickly solve problems. An increase in demand for gig workers is predicted - professionals interested in short-term, temporary cooperation.
Choosing a project-based job can be a winning option for both the employee and the employer. It allows the specialist to perform only those tasks or projects that are professionally interesting to him at a particular moment in time. In turn, the company has the opportunity to hire a qualified employee for a specific task, thereby partially solving the problem of skill gaps and gaining financial benefits from hiring an employee on a temporary basis.
The format of a project-based, short-term job can be a solution to the employment issue for a specialist with extensive experience (more than five years) in one place at the age of 50+ and with extensive experience and qualifications, but experiencing difficulties with permanent employment.