2020 Vision: Predicted Hiring Trends for Next Year

The recruitment landscape is changing. Thanks to technology and evolving human behavior, employers are no longer just looking at resumes and cover letters. Instead, the focus has shifted to testing soft skills that often aren’t fully captured on resumes and using AI and big data to identify the perfect match for every open position

In many industries, you’ll also find an HR-based CRM software that helps with candidate searches. A CRM treats candidates as strategic customers of the hiring organization and begins monitoring potential candidates long before there’s a job opening.

These recruitment trends will gain even more momentum in the coming years as companies seek to streamline the workforce to maximize productivity while reducing costs.

5 Recruitment Trend to Expect in 2020

For those hoping to enter the workforce or change jobs within the aviation industry in 2020, the following are five recruitment trends to prepare for;

1. Hiring for soft skills

Although there are hundreds of thousands of people trained in the various aviation fields, very few possess the soft skills necessary to work in aviation. The demand for social and emotional skills, for instance, will increase by 26% by 2030.

To address the shortage in soft skills shortage, recruiters are now focusing on soft skill tests and assessments. Candidates must demonstrate the ability to adapt to changing roles in a flexible workplace. Some of the soft skills that will be in high demand from 2020 include collaboration, agility, teamwork, and critical thinking.

2. Analytics-backed recruitment

Companies are also expected to begin leveraging data and analytics to find the right hires. More importantly, expect a shift from descriptive analytics to diagnostic analytics as recruiters attempt to address the “whys” of every hire.

Rather than fill a position for the sake of it, diagnostic analytics allows recruiters to analyze the entire talent lifecycle, from performance to retention, workforce planning, and skills gap to inform their recruitment strategy.

3. AI in recruitment

Artificial Intelligence (AI) is predicted to have a massive impact on global economics. In recruitment, it will serve two primary purposes – automation and improving candidate experience.

Some organizations, for instance, are already using chatbots to engage candidates at various contact points throughout the hiring journey, such as during candidate prescreening. AI tools can also help in analyzing sentiment in real-time as well as onboarding employees through online learning programs.

4. From reactive to proactive hiring

In 2020 and beyond, organizations will stop hiring to fill a position and begin recruiting for long-term growth. Rather than wait to replace fired/retired employees, organizations will begin the search for new talent way in advance.

This is known as strategic recruitment. Thanks to technology, hiring managers can flag risks and remove barriers earlier, allowing them to build a transparent, streamlined talent “bench” both inside and outside the organization.

5. The warm talent pool

Finally, you should also expect the creation and maintenance of warm talent pools – the keyword here being warm. Talent pools have been around for a long time. What will change is that organizations will invest more in the talent in these pools to ensure that they’re ready to spring into action when needed.

Studies show that an external recruit takes three years on average to perform as well as an internal hire. Warm talent pools address this challenge by breeding a standby team that’s ready to be called upon any time with little disruption.

Be Prepared

As you look forward to entering the job market or even if you’re hoping to change jobs in 2020, beware of these trends and position yourself accordingly.