ted Learning Blog

ted Learning Blog

How will you be hired in the future?

  • March 3, 2017
As we all know the world of world has changed hugely over the last few years, with the impact of globalisation and technology changing how we communicate, our ability to work flexibly or as a freelancer, and the movement of people for work. So, what future changes should we be looking out for in the world of work and recruitment?
Video interviewing: companies are starting to use specialised software to interview people based more remotely in the UK or internationally without the need to travel. I’m also seeing it frequently used for customer service based jobs in retail or call centres where how you communicate and present yourself is key. If companies get a high number of applications for these roles they’ll often ask candidates to record video interviews to help with the selection process so that they have a more manageable shortlist of applicants to meet face to face. The negative side can be that candidates lose the personal touch they would get from face to face contact but I think that, if companies avoid it for harder to hire roles and make sure they engage applicants by explaining why they are using it for other positions, then it can be a positive experience for everyone.
Customer relationship management: an interesting trend within recruitment is that many large businesses are starting to use similar customer relationship management (CRM) systems to the ones they use to market and interact with consumers. I think that this led from some careers site application systems being clunky, with a lot of different pages to navigate, so that they acted as a barrier to candidate communication and relationships. With a lack of skilled talent in many roles companies are having to think seriously about engaging candidates more effectively or losing them to competitors, as well as how to create talent communities for future hiring needs. CRM systems do this job far more effectively than traditional recruitment software.
Apprenticeships: from April larger businesses will need to pay an Apprenticeship Levy to the government, in return getting funding for their apprenticeship schemes. Interestingly I’m finding that statistically (Association of Graduate Recruiters figures) the number of graduates hired by employers is likely to go down, alongside more apprentices being taken on. With the debt that many graduates incur from university, along with the challenge of finding a well-paid job when they graduate, it will be interesting to see whether some talented A level students decide to join companies at 18 instead on an apprenticeship.
Fairer hiring: you may have read about how some public sector and financial services employers are recruiting “CV blind” where they don’t see the name, university or qualifications of candidates applying. They ask applicants to take online critical and situational reasoning questions as part of their application and make a decision about interviewing them from their answers, rather than a CV. This avoids bias and discrimination when hiring but companies are also realising that if they fish outside what may have been their usual pool of private school/top 20 universities then they are more likely to have diversity of background, culture, thinking and approach to work which will benefit them as a business working in a global economy.
Reality or something from Doctor Who: last but not least, what I’ve also seen but don’t think will happen immediately, is the use of virtual reality in hiring. Instead of an applicant turning up for a face to face assessment day, they would use virtual reality goggles to work remotely on an assessment, perhaps looking round a “room” to solve puzzles and get information to use for decision making. Predictive software is also an area which is likely to expand in recruitment, with data analytics being used to look at someone’s online personality and skills and then highlighting them as suitable to employers, without them needing to even apply for a job. If you want some fun while you are at work today then download the Crystal app, which bills itself as giving “you personality insights for everyone in your network, helping you understand differences, adapt style, and communicate with empathy” and is one of the new breed of this type of predictive software.
 Ruth Miller

About the Author:
Ruth Miller

Ruth is an experienced trainer with a background in resourcing and recruitment and delivers the Understanding your Personal Brand, and Recruitment and Selection workshops for Ted learning. She is a real ambassador for using social media to build up a personal brand profile and supports both students and employees with how to do this and avoid some of the social media pitfalls!