What does the future of recruitment look like?

Posting date: 03 March 2021

The world of recruitment is constantly evolving and digitisation has completely transformed a wide range of sectors. With the emergence of new skills, tools and software, organisations in Switzerland will need to implement expert recruitment strategies to secure the best talent. Switzerland has enjoyed a strong economy in recent years and statistics have shown that the unemployment rate amounted to around 3.5% in 2020. However, the way businesses recruit and retain talent will continue to shape the workforce – and while it’s difficult to predict outright what the future holds for recruitment, businesses will need to adapt to the demands of a new age of technology. And since the recruitment market is becoming increasingly competitive, recruiters are going to need plan in advance to keep up with the most in-demand talent. So, here’s an overview of how recruiting will grow and change in the future.

 

Focus on machine learning

 

Machine learning and automation will likely have a huge impact on onboarding and recruitment. AI is rapidly changing every industry and its effect on recruitment is already being felt in a multitude of ways. For example, HR automation tools have accelerated in recent years. These tools can collect, gather and analyse data, which means recruiters can easily build candidate profiles and establish a clearer picture of potential hires much more quickly. In the future, there’s no question that automation tools will be used even more frequently. One of the biggest challenges for recruiters is finding the right professionals amid the noise. Therefore, it’s likely that companies will use more machine learning and automated software to help secure the best candidates, increasing efficiency and productivity as a result.

 

Personalised recruitment

 

Today, most candidates are much informed about the type of company they want to work for. In this context, recruiters need to build an engaging and efficient hiring process, because the new generation of candidates takes a much more personalised and strategic approach to their career. Therefore, in the future, businesses won’t be able to rely on job postings or sending generic templated messages to candidates on LinkedIn. With candidates today being much concerned with an employer’s brand, the future of recruitment will be much personalised. This means that during the recruitment process, businesses will need to give candidates regular feedback and updates. In this candidate-driven market, transparency and a personalised hiring process will be of strong value in the future.

 

New talent pools

 

Recruiters of the future should begin to explore new talent pools, which include candidates with varied roles and professionals from the gig economy. In the modern world of work, employees change jobs more regularly, opting for a varied career path and different workplace cultures. The benefits of hiring these types of candidates are that they’re often exceptionally well-rounded and highly adaptable. With the rise of remote working as a result of the pandemic, hiring contractors for short projects has become much more commonplace. There will be more opportunities for businesses to hire freelance workers as full-time employees, tapping into unique skills. Recruiters of the future will likely have access to an array of talent pools with candidates from a diverse range of backgrounds.

 

Get in touch with our team at Swisslinx

 

The future of recruitment looks bright, but is your business ready to adapt to the changes? At Swisslinx, we have a dedicated and friendly team of recruitment specialists. Our team has an outstanding track record of building quality relationships with clients and candidates. We constantly keep up-to-date with the latest trends in our specialist markets, including digital and technologyfinancial services and life sciences. If you would like to learn more about how we can help prepare your recruitment strategy for the future, please contact us today for more information.

How to maintain company culture while working remotely

Remote working has become a way of life for many employees. Businesses throughout the world have to adapt and become more agile, with many taking on a hybrid work model. While there’s likely to still be organisations that want employees to get back into the offices permanently, there’s now a much greater demand for remote working and flexibility. There’s certainly a widespread acceptance that remote working is the future. And as organizations have taken to the post-pandemic world, maintaining company culture has become all the more important. Since employees don’t need to be physically in an office to work, companies will need to pay extra attention to their culture and ensure their teams are happy and fulfilled. Reinforce company values With remote teams, it’s even more important for managers and leaders to acknowledge the values of a company. This is particularly crucial when onboarding new hires remotely. For example, the way problems are solved within the business in a remote environment need to be reinforced to employees, as well as how core decisions will continue to be made. All of this should reflect aspects of the company culture. When leaders relay information about the company’s policies and practices, it reminds employees that culture and structure still exists. Due to remote working, the boundaries of culture can be difficult to define – so companies must focus on establishing expectations and promoting a strong work ethic to help maintain culture. Establish trust One of the best ways to maintain company culture while working remotely is to build trust and transparency throughout the organisation. Thanks to digital tools, it’s never been easier to stay connected with people and build relationships. With a remote team, managers need to show confidence in their team and maintain the trust that was built back in the office. For example, leaders and managers should be always open to collaboration and sharing solutions to problems. That way, everyone will feel connected and part of a team, which can remove any feelings of isolation that can come from working from home. Create a sense of accountability In the remote working world, it’s important to empower your team members to be proactive and take initiative. When managing a remote team, you need to avoid simply delegating tasks but instead create a workflow for your team that allows them to take a lead on projects. This creates an environment of accountability which helps maintain the culture you may have had back in the office. Personal responsibility is an important part of many businesses, so translating this into a remote environment is an excellent way of maintaining culture. Set new targets Companies must set all employees new objectives as priorities change. In a remote environment, there are likely to be some significant changes to company goals. Setting monthly and weekly targets is a great way to foster company-wide motivation and it creates a strong work ethic across teams. As in the office, employees will be driven to achieve company goals if they understand what they are. That’s why setting a vision for the work is essential and understanding how people are feeling with regards to meeting their targets in the new normal. Also, leaders should continually share what the company has achieved through communication tools, as well as business goals, all of which cultivate a sense of company culture. Swisslinx can drive your recruitment forward At Swisslinx, we have an excellent track record of providing the best recruitment solutions to companies in a range of sectors, from financial services and digital to healthcare and life sciences. As a leading recruitment agency in Swisslinx, we have access to an array of talent to help your business grow and develop. We pride ourselves on building effective relationships with clients and candidates. Contact us today if you would like to find out more about how we can help your recruitment. Also, please keep reading our insights page for more interesting articles.

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Why internal mobility is crucial for engaging and retaining talent

Internal mobility is all about the movement of employees from one position to the next within an organisation. Now more than ever, businesses need to build a growth-oriented and flexible workforce to improve retention, leadership and engagement. Organisations in Switzerland today need to be open to new challenges and make sure their employees always have opportunities to take on new responsibilities and move up in the company. It’s no secret that employees who are happy and engaged will be more motivated to do their best work, so development opportunities should be taken seriously by all companies. Internal mobility is an effective way of filling skills gaps and delivering seamless talent acquisition – and it’s essential for the success of any organisation. Here’s why:   Nurture high-potentials   Internal mobility is hugely important when it comes to nurturing high-potential employees. Having an internal mobility strategy enables businesses to take advantage of the most promising talent and ensure they remain at the company. It’s widely understood that millennial workers change companies more frequently than older generations. That’s why taking an internal approach to moving employees to new roles and adding responsibilities shows you’re invested in the people that work within your company, which is key to retainment. When you identify and nurture the best talent in your organisation, you can create an agile workforce with a team of professionals with cross-functional knowledge and expertise.   Builds a culture of learning   One of the key benefits of focusing on internal mobility is that it builds a culture of continuous learning. First of all, it’s a change in mindset that asks leaders to support a culture of challenge and growth and encourages employees to plan for the next stage in their careers. A learning culture is crucial to securing employee productivity, engagement and enthusiasm. The best employees want to keep expanding their knowledge and learn new skills quickly for their professional development. An internal mobility program can pave the way for a strong learning culture, which can make a more adaptable organisation. In a learning culture, employees actively share each other knowledge, which means problems can get solved more quickly. In this way, employees will be more engaged and more likely to stay at the company for longer.    Business development    Without retaining employees and keeping them engaged, it’s difficult for a company to develop and drive internal growth. Organisations need to think strategically about why people join their companies and why they choose to stay. Often, it’s the work-life balance, culture and learning opportunities that make people enjoy their roles and feel valued. Internal mobility feeds into all areas of business development and growth. An internal mobility strategy can help companies find potential leaders who can empower their businesses in the future. Above all, companies should have an internal talent pipeline ready to fill new positions when needed. Hiring externally takes time and there’s always the risk of a candidate leaving the role prematurely. Therefore, investing in internal mobility is an effective way to empower your workforce, which in turn, can future-proof your business.   Swisslinx has the expertise to help your business grow   Swisslinx is a recruitment leader in a wide range of markets, including financial services, technology and healthcare and life sciences. Our team of dedicated consultants have years of experience in delivering quality recruitment expertise and sourcing the best candidates on both a permanent and contractual basis. We’ve established excellent consultative partnerships with our clients and candidates, and we pride ourselves on our quality service, built on insightful knowledge and experience. If you’d like to know more about our service, contact our team today.  

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