Robert Kenward, a senior recruitment specialist, shared an analysis of the latest recruitment trends that form the last quarter of 2024 and provide important predictions in 2025. These insights can get a glimpse of changes and changes in the employment environment and provide changes to employers and job seekers to employers and job seekers. It was necessary to clarify to navigate the future of work.
Robert offers a unique insight on the priority and strategy of changing the industry, from a wide range of interactions with the owners of the agency, the management director, the stakeholders of the C-SUITE, and the senior leaders.
In this quarter, Robert has identified some important trends and predictions in the future.
Q4 Trend trends 1: Recruitment returns to the company -Unless you are an expert
Many organizations, especially large -scale multinational companies, have returned their hires to the company because many independent recruiters have survived and closed.
Kenward regards this as a transition from a generalist external recruiter to more experts and a niche institution. In -house recruitment is increasing, so the prosperous external recruiter is a person who adds specialized and value. Filling roles is the minimum that you need to expect from the recruiter, simply don’t cut it. The recruitment staff explained the work after consultation, adding true value to the entire process, and giving the employer, rather than the cost, “said Kenward.
Trend 2: It seems that the targeted EDI has dropped out
I’ve seen many large companies drop the targeted EDI policy, which has shrunk to the event sector. The standard of the environment, social, and governance (ESG) is the focus. This is because paying a brand/client is looking for specific evidence of ESG qualification information to reach PSLS and acquire business.
Kenward commented as follows. “If there is no such thing as B Corp’s certification, it is unlikely that you will consider the priority supplier list of major organizations. ESG has become a benchmark that cannot be negotiated, but companies and brands have you. If you are saying, you are not very worried about checking the EDI policy. “
Trend 3: 1 and complete -New norms
The employment process must be more rational as the worker’s new employment bill comes into effect. Kenward believes that a single formal interview in combination with a detailed dudeliation and a chemical meeting will be the standard approach for the employer.
“The official interview process needs to be much more efficient,” Kenward emphasized. “A fully prepared interview is enough. Others are just fluff. Insufficient employment decisions have legal risks and can damage their reputation, so companies do their homework in advance. Is important.
2025 prediction
Prediction 1: The dog in the company does not cut it anymore
Employers need to differentiate to attract advanced talent. The ability to clearly and clearly express corporate sales points (USPS) is essential for candidates to convince the candidates. “At the advanced level, it is not enough to talk about salaries, corporate culture, or acknowledged benefits like office dogs,” Kenward explained. “Candidates are looking for a deeper connection to the company’s values and missions. If you can’t explain why you can leave your current role, you have a hard time to attract the talent you need. Yes.
Prediction 2: Companies will try 4 days and attract the right talent
Because it stands out in the fierce employment market of competition, companies are experimenting with four days of working weeks to attract and maintain people to strengthen their business. The full -structured four -day week offers a true reconsideration of how the work is done, but its success depends on a cautious plan. Companies need to focus on output, not working hours, re -evaluate the role of work, and establish a clear communication protocol so that “holidays” does not spread.
“The four -day week is not simply a shortening time. The keywords are explained.” The employer takes five days? It is not only to exist, but also provide results. If you have a clear expectation and an agreed communication level to deal with an emergency, you can use it as a business employer.
Prediction 3: AI will continue to change the employment process
KENWARD predicts that AI will play a more important role in recruitment in 2025, especially in candidate screening and working descriptions. Since the ATS and AI systems are smarter, the use of AI software in the early stages of adoption is a standard practice.
“AI will continue to rationalize the recruitment process, but it is important to remember that it is not an alternative to human expertise,” says Kenward. “AI can make recruitment more efficient, but recruiters still need to add value through personal insights and industry expertise.”
These trends emphasize important areas that recruitment experts and companies need to focus on maintaining competitiveness as an approach in 2025.
For more information about Robert Kenward regarding navigating these changes, please subscribe to his newsletter for the latest updates and trends that form the industry: Recruitment Report.
The next quarterly recruitment report will be released in April 2025.
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