Recruitment Trends in 2020

Over a period of time, the recruitment trend has been changed a lot. Now the entire recruitment procedure is dominated by automation, and human intervention is being implemented to the minimalist level and only where it is absolutely required. Recruitment for organizations will be one of the major challenges in 2020. The talent war is likely to get more intense with organizations vying to hire candidates that are both quality and culture fit. Recruitment Trends in 2020

Here are the top trends that will rule the recruitment landscape in 2020.
1) Candidate Driven Market 

The scenario is gonna be like talent picking the employer instead of an employer choosing talent. Candidates will command their own salary, perks, working hours, and other terms. Hence, we can say that employer branding and candidate experienced will gain more momentum. Based on a global survey titled ‘Randstad Employer Branch Research’ here are the most common reasons to choose an employer with the given proportions :



Attractive salary and benefits


Work-life balance

Job security


Pleasant work atmosphere


Career progression


2) Use of Recruitment Automation Tools will pick up the pace

Recruiters receive an average of 250 resumes per position and spend about 5-6 seconds per resume.  Traditional hiring is a tedious and time-taking process based on gut and biased decisions which often results in a poor hire. However, automation in recruitment has enabled to overcome the limitation of traditional hiring in a major way. Right from application tracking, resume screening, and candidate communication to interview scheduling, telephonic interviews, and auto administered test,  recruitment automation tools can handle it all.  Moreover, these tools also increase the candidate experience during the recruitment process. Thus 2020 will witness organizations leveraging automation tools heavily to hire talent. Recruitment Trends in 2020

3) Employers will increase their focus on Social Recruitment 

Social recruitment refers to tapping into social media platforms for hiring candidates like LinkedIn, Twitter, Skype, Facebook, online forums, and other job portals. Recruiters dig out information on candidates by referring their social media handles and activities to get insight into their profiles beyond resumes. Employers will even explore Instagram as a powerful tool to showcase their work culture to candidates as a recruitment strategy. So social media makes a good platform to form candidates and spread a good word about the employer brand.

4) Employers will look for Soft Skills on Resume 

2019 Global Talent Trends research by Linkedln revealed that 91 percent of hiring managers cited Soft skills as a major concern, 80 percent struggle to find better soft Skills in the market 92 percent say that soft skills are more important than technical skills and 89 percent have experienced lack of soft skills in bad hires.

Education qualification, work experience and/or technical skills will continue to hold importance on candidates’ resume; but employers will start looking for soft skills such as critical thinking, communication skills, strategic thinking, leadership, disaster management, social responsibility, teamwork, problem-solving, creativity, resilience, time management, and work ethics.

5) Remote Workforce Hiring and usage of Collaboration Tools will increase 

When Google conducted a two-year study of its remote workforce of 5600 employees across the US, Africa, the Middle East, Asia, and Europe, it found that around 30 company’s meetings involve staff in more than two time zones and that of 39 involves staff more than two cities! One of the key reasons for Google’s remote workforce stands so strong and successful is the implementation of technology infrastructure. The remote workforce is the need for both employers and employees. Employers want to attract and retain top talent, irrespective of geographical barriers. On the other side employees are also expressing interest in working with companies that offer remote work capabilities to reduce challenges related to daily commute or relocation. In fact the other reasons for which employees prefer telecommuting are: it improves their productivity and strikes a work-life balance.

According to a Study by Global Workplace Analytics, non-self-employed remote workers have gone by 140 % since 2005! In order to maintain a seamless workflow and control for a remote workforce, organizations will incorporate a range of sophisticated technologies and collaboration tools such as VPN, VoIP, think apps, chariots, etc.

6) Employee Referrals will become an important sourcing tool

Employee referrals are perhaps the most undermined and underutilized source of recruitment, in spite of the benefits that it brings to the organization. Statistics indicate that employee referrals contribute to the average retention rate of 46 percent as compared to 33 percent in hires from career sites; new hires, sourced via employee referrals, generate 25 percent more profit than those hired by other means. Moreover, employee referrals are also a valuable way to incentive existing employees and boost their morale, engagement, and loyalty. Companies like Google, InMobi, Intel, and Accenture are well known for their employee referral programs. Organizations will now be willing to have a dedicated recruitment strategy by employee referrals.

7) Building and Nurturing Talent Pipeline 

Building and Nurturing Talent, Talent pool, recruiting inventory, talent pipeline all are synonymous. The basic premise of the talent pool is to keep potential hires ready for sourcing. It is the data mining of candidates profiles who would be interested to work for your organization. The larger the pool, the better it is. It reduces the cost of recruitment & time spent on hiring and also assures a better quality of hire.

A survey revealed that 72 percent of employers cited building talent pools as their number one priority in 2019 combat skill shortages. This trend will have a spillover effect in 2020 and in the succeeding years too. Organizations will forecast their recruitment need at least 4-5 years in advance and focus on building a ready, accessible pipeline for it. They will reach out to passive job seekers, college graduates, international talent, interns, former employees returning professionals (people who want to resume their professional life after career breaks or sabbaticals), and even internal talent to build this pool. Recruitment Trends in 2020

In conclusion… recruitment has significantly evolved over the past 5 years. Technology and candidate expectations have been the major drivers of the upcoming trends in the recruitment domain. The above-mentioned trends for 2020 will serve as a guideline to solidify your career and to stay at the top in the competition. There is no other option, but to follow these trends and leverage them to your advantage.

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