A few years ago, the job market was tipped in the favor of the employer, so businesses would be the ones with the final say as to who got each position. The situation has changed over time and today, most industries are considered the employee’s playground. Yes, more businesses exist today, providing healthy competition to one another, but also offering a plethora of jobs to prospective candidates.
However, those same candidates are no longer limited by location to work for a specific industry. With remote work on the rise, companies can have their pick at workers from all over the world, but employees, too, can choose their bosses based on the job’s perks and benefits. Freelancers have also shifted the balance of power in favor of the worker, as they also have the freedom to work with multiple companies instead of a single employer.
All of these changes are reshaping the process of workforce management as well as recruiting. Your business can improve its standing in the eyes of potential workers by keeping an eye on these relevant trends and implementing the most important changes in how you manage your workers to retain the finest talent available.
Employer branding is now a necessity
Businesses normally use their digital presence to sell to customers or build partnerships in their professional realm. However, as modern-day workers also do their research online when they’re applying for a position, it’s up to you to step up your branding game and build a notable identity as an employer.
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When you communicate your brand values properly, from that employer’s perspective, you can rest assured that potential workers will be more likely to engage with your business and get in touch for a position. This simplifies the scouting and recruiting processes to a great extent and enables you to build employee relationships well before someone becomes an employee at all.
Social media recruiting on the rise
Building a brand on social media is now important from another perspective: looking for candidates and doing your best to impress them enough to take an interview. Most fine candidates are already swamped with offers, so you need to make yours stand out, by working hard on building a powerful presence and ongoing interactions with candidates on social media.
Use your employer brand to communicate your core values on these networks and to present what it looks like to work within your organization. Employee-generated content such as stories, articles, and videos can all help your business earn candidate interest.
A global workforce requires global solutions
Now that remote work and flexible work models are taking over the world, brands are rapidly trying to simplify and streamline all their recruiting, hiring, and employee management procedures. For companies wanting to hire full-time staff remotely without having to set up a local presence, using global employer of record services helps them achieve all their goals.
That way, they can have a legal local representative that takes care of all the compliance and regulations regarding hiring and employee management. It’s cost-effective and it empowers businesses to hire employees no matter where they are.
Diversity and inclusivity in the spotlight
A competitive salary is no longer the deal-maker or deal-breaker for most workers. Most modern employees want an inclusive, diverse workplace where they know they are surrounded by people of different skill sets, abilities, and backgrounds. It says so much about modern businesses that are willing to change their set-in-stone models to embrace this kind of cultural shift.
In response, brands are adapting their job descriptions, contracts, and recruiting models to make themselves more widely available to differently-abled workers and people from all cultures and with various backgrounds. It’s not just about policies – it’s also about how companies are implementing new collaboration tools and models to actually make such relationships possible.
Contingent and freelance work
With the tech revolution still going strong and new tools coming out regularly, it’s no wonder that workers are no longer limited to one definition of collaborating. The pandemic alone has sped up this process even further, getting more companies to embrace flexible models of collaboration with the global workforce in mind.
Now, employers are more open-minded to working with curated freelancers, a contingent workforce for seasonal projects, and remote collaboration in general. In turn, flexible workers are more eager to work with such companies, and even more so, to work on multiple projects instead of settling for a single employer.
Ongoing training and education
Remote or not, workers need regular training and education to stay motivated and to be equipped to handle their own industry changes and fluctuations. So many innovative solutions, and new software systems, all the way to novel collaboration methodologies push professionals to keep adapting. If you, as their employer, help them adapt through regular training, you’ll be on the right track to retain them for the long haul.
Training is also becoming a key factor to attract already highly qualified experts since they are the ones always eager to learn, and they always look for a workplace that will nurture such a mindset.
Digitalization isn’t limited to team collaboration, even though that’s the most prominent shift companies are taking notice of. Next, to project management tools and smart software tools, companies are now improving their recruiting processes and employee management with the help of AI analytics.
Employers now have the capability to recognize emerging trends in employee requirements and workload management. Spotting an uptake in projects or workload growth allows companies to prepare properly, to avoid employee burnout and dissatisfaction, while at the same time meeting their project requirements.
Workers are adapting to the new possibilities of collaboration and embracing the freedom to work with brands from all over the world more than ever. That kind of flexibility has pushed companies to adapt, digitalize their processes, and work harder on establishing their inclusivity policies.
For your business to hire the most qualified talent, you need to offer a competitive workplace worthy of that talent. Keep an eye on these trends to stay in the know and to learn what you can do better to anticipate your own employees’ needs.