Getty
Today’s workplace is in constant evolution, with technological advancements and the rise of remote work arrangements setting a new norm. In 2020, we can expect to see new trends that will further impact the way we work. As a job candidate entering 2020, here are some recruiting trends that can better inform your job hunt, according to Paul Solomon, a recruitment expert and president of Solo Management, a New York-based executive recruiting firm specializing in the banking and brokerage industries. Paul has over 30 years of recruitment experience for Wall Street firms and other top financial institutions.
Special Emphasis on Candidate Potential
Professional recruiters now see the work-culture fit as a stronger indicator of an employee’s ultimate success with a company, rather than traditional criteria like education or previous experience. This isn’t to say that those aren’t important or will not be considered, but a special emphasis is being placed on potential and the ability to grow as companies look at hiring as a long-term investment. For job candidates, this means doing your research, seeking out companies that share your values, and impressing the recruiter with your passion for the company and the position you’re applying for.
Valuing Candidate’s Coach-ability and Mentoring Potential
Attractive candidates are those that the recruiter views as coachable. Coachable candidates will face challenges head-on as their responsibilities changes according to business needs. “Two factors are at play here: rapidly changing economy and a workforce that’s aging out,” explained Paul. “These candidates can adapt to formal mentoring programs, where a company’s valuable institutional memory and culture can be efficiently transferred from a retiring generation to a new set of managers.” Paul continued. For candidates, this means showing the recruiter that you’re a quick thinker, problem-solver, willing to seek challenges, and learn from others.
Taking a Step Back From Tech and Going Old School
As much as keyword searches, AI programs and job aggregators have helped curate resumes before they hit the recruiter’s inbox, HR professionals are increasingly wary of their limitations in pinpointing the right candidate. “Some recruiters are going back to basics and re-affirming the value in traditional face-to-face interviews and interpersonal evaluation tactics.” said Paul. For candidates, this means they still need to maintain their interview and other soft skills in addition to including keywords in their online portfolio.
Here’s what employers should be preparing for:
Workplace Flexibility
Flexibility, whether it be a remote work schedule or generous paid time off, has been a priority for candidates in recent times. Yet, there are still a number of organizations that haven’t implemented these policies. Employers can expect existing and prospective employees to demand degrees of flexibility as work-life blend becomes central to their life. Failure to compromise can result in voluntary leave and high turnover as employees have shown that they will move on to the next offer in search of better work arrangements.
Online and Offline Branding
Company values are more important for candidates in today’s job market than salary level alone. Younger candidates assess a company’s brand identity, its mission statement and community participation before signing on. A company that hasn’t clearly communicated what they stand for as well as set their brand image risks missing out on today’s top talent. For recruiters, this means ensuring your company’s brand is relevant and appealing to the newer workforce.
