The Current Trends in Recruitment Processes in the New Socio-Economic Conditions

Abstract

A generalization of changes and challenges formed by the novel socio-economic reality allowed to systematize trends in hiring of personnel, in processes and methods of recruitment in the context of pandemic restrictions and increasing digitalization. Among these trends are the following: use of artificial intelligence and robots; automation of processes; use of aggregation; use of social networks; application of HR analytics; the consequently wider use of freelance; simultaneous work with generations XYZ; focus on employee experience (EX), etc. These changes affect the competence model of a recruitment specialist, in which traditional competencies are supplemented with new, they become updated and acquire new features. In the pandemic conditions flexibility, adaptability and stress resistance are being activated. Along with this, general psychological competence remains relevant, which involves the use of appropriate methods and instruments in remote work; the role of emotional intelligence increases. The new socio-economic reality also requires the ability to find and implement innovative solutions, to perform related functions – promote the employer’s brand, attend the processes of onboarding and adaptation of newly accepted employees in the context of remote work or hybrid labor regimes during pandemic restrictions. In conditions of remote and mixed modes of work, the role of the ability of a recruitment specialist to maintain high productivity, compliance with optimal time, ensuring the result at optimal costs grows. The developed analytical abilities and dynamics of thinking, communicative competence in new conditions, ability to independently organize working day, work environment and recruitment processes, compliance with work-life balance also become key competencies. Accordingly, the role of a recruitment specialist today cannot be boiled down only to the search, selection, involvement of candidates, but is also supplemented by related functions and requires the use of a wide range of personal competencies. In modern conditions, a recruitment specialist should also combine the roles of HR for freelancers, a leader in the formation of new positions, an agent for collecting HR data, a HR for generations XYZ, a leader of well-being-oriented staff management, etc.

Keywords

• recruitment
• digital technology
• competence matrix
• trends in recruitment