As we are moving into the new year, here are the major trends shaping recruiting and people management in Tech at the end of 2021 and what to do to get ahead of these trends.
"Work from anywhere" is here to stay. One of the top keyword searches from tech candidates continues to be "remote work". Even when things return to normal, some will choose to remain off-site in their locations. Still, many tech candidates are looking to relocate (not to mention there are certain downsides to working from home). To attract and retain the best talent, it's important to stay flexible and prepare to support both internationally remote employees, and their mobility.
Fast recruiting processes are becoming more important than ever. Top candidates often quit the interview process or reject the offer if the updates and decision-making take too long. The longer it takes, the higher the chance that you lose the candidate to a competitor. Hiring faster doesn't mean lowering the hiring standards, but it does mean one has to move fast — if you want to hire proactive and efficient people, you need to be proactive and efficient yourself.
Hiring keeps getting more expensive as the growth in technology drives talent demand (software developers, UX/UI, digital transformation, data scientists, cybersecurity experts). Demand for skilled technical recruiters is also up. However, a higher cost doesn't always mean the provider/job board will yield better conversion; monitoring the metrics and choosing relevant solutions is the key.
Engagement levels are declining even in well-known tech giants; it drops dramatically in companies with HR brand and culture issues. The pandemic has shown that even a company with a long history can quickly get out of business. Those who don't work on building relationships with employees and potential candidates soon might have no one to work with.
Working across time zones is the biggest challenge for global tech teams. In a distributed team, smooth processes are one of the top factors contributing to a positive employee experience. Easier access to policies and documents, automatization of the requests to HR, etc., are the areas to focus on more. The market still does not have the best universal software for all HR modules though; each company assembles its own puzzle from the available automatization solutions.
Well-being programs are shifting from helping people stay healthy to helping them stay healthy and feel happy. In place of traditional employee well-being programs with a standard set of benefits (such as medical insurance and gym membership), comes a well-being culture built on every employee's needs.
The second point is paramount. I'd add the time to first human touch is key. Automated messages on application and then days (or at times weeks) of silence is a surefire way to kill the experience and repel the candidate.