Employers must recognise a wide range of trends if they wish to recruit the top candidates in 2018.
The importance of Generation Z
Generation Z refers to those born after 1990. For any business looking to recruit in 2018, it's essential to recognise the potential of this emerging generation group. Generation Z should not only be seen as job candidates, but they should be regarded as the next generation of managers. Recruiters should feel less nervous about hiring managers under 30 years old, and instead, must look at 2018 as the year they source young management talent that can take their business forward.
Recruitment in 2018 should be geared towards attracting and hiring Generation Z candidates. To achieve this, it's vital that employers embrace mobile recruitment, using mobile apps or by having a responsive website. With more people now using mobile devices to search online than desktop computers, mobile recruitment can simplify and speed up the job search process.
Once candidates have secured an interview, more and more savvy recruiters will be making use of video conferencing for the initial interview, compared to face-to-face meetings, in 2018.
Forward-thinking employers will also be more flexible when hiring, offering freelance, home working and part-time arrangements. Motivational systems will be geared towards offering candidates continued professional development.
As the labour market becomes more dynamic, there will be a shift in the skill sets that employers will be demanding from candidates. Increasingly, there will be an emphasis on so-called soft competencies in the workplace.
Foreign language skills will still be highly sought-after in Poland, as the business services sector continues to thrive. Fluent speakers of European languages, including national and foreign candidates as well as students of philology, will be in demand.
According to a report published by Monster Talent Sourcing Services 'Successful ways of language recruitment', sourcing candidates with foreign language skills is still a big challenge for many companies. HR departments will be faced with the task of rising to this challenge, to seek new methods of finding and recruiting candidates with these skills.
Increasingly, employer branding is taking on a more dominant role in the recruitment process, where top candidates are seeking employers who offer a good working environment, a friendly work culture and the potential for personal growth and development.
Job candidates will also be increasingly attracted to those workplaces that offer an inclusive environment, where diversity and equality reign supreme. Following the highly successful #metoo campaign in 2017, candidates expect employers to be open about their actions and behaviours in the workplace, demonstrating an ethical stance. This will be a continuing trend that employers will need to address in 2018 and beyond.
Recruitment isn't just about meeting the needs of the employer; it must also address the desires of the candidates. Whilst salary has always been a top motivating factor for job recruits, there's a growing emphasis in 2018 on achieving an improved work-life balance.
Although salary is still an important consideration for job candidates, the key criteria of 'salary, job position, desk', are set to change to 'salary, work-life balance, passion' in 2018.
As well as aiming to achieve a harmonious balance between professional and private life through better time management, candidates are also seeking careers that they feel passionate about.
Recruiters will need to acknowledge that work is just one aspect of a person's life, when looking to hire top talent.
Company size will be of less importance to candidates, and, instead, the culture, employment conditions, work environment and ethics will take priority. Businesses that fail to deliver on these may experience a quick turnover of new recruits.
Candidates seek employers who offer a modern approach to recruitment, including applying for jobs online through a responsive website, mobile app or linking to their CV, as well as the option for interviewing through video communications. Crucially, candidates favour employers who are willing to adapt and change with the times, keeping up to date with employment and recruitment trends.
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