From depending on predictive analytics to job auditions – hiring has evolved in more ways than one. Hiring teams and managers are changing their approach to address business demands of efficiency and effectiveness. However, an equally interesting trend is the changing approach of potential candidates with ‘job searches on-the-go’ and increased preference for working in the Indian market, i.e., inbound movements and start-ups.

Talented people are at the core of any organization and consequently, talent acquisition is at the heart of any organizations’ growth plan. Here are some reflections on key trends that made the hiring process more streamlined in 2019:  

• Predictive analytics: The use of advanced predictive technologies allows recruiters to identify the right job candidates with various correlations, filters, and match options. This has fastened the process of building a pool of potential candidates and the time spent by recruiters in sourcing candidates has dramatically collapsed, making time available for selection and on-boarding. 
• Job auditions: To get a candidate with the right technical capabilities and abilities is vital for any successful organization. During the evaluation process, recruiters go through mock planning exercises based on relevant business data. The candidate’s presentation acts as a job audition as it provides an enhanced screening of the candidate’s competencies and future potential. These auditions also help them settle into the organization quickly, having built a draft roadmap. 
• Sourcing on-the-go: With more candidates moving to mobile searches, there is a shift towards sourcing talent on-the-go. This has additionally led to a rapidly changing trend of hiring talent through social media platforms and professional network app-based searches.
• Bring your pal to work: Many organizations run referral programs that encourage employees to bring the right talent on-board. Employees understand the role and culture, add credibility as ambassadors of the organization, and quicken the hiring process. 
• Texting as first form of communication: With the advent of social media as a popular communication method, social media texting has evolved into becoming a formal hiring communication method resulting in enhanced turnaround time. Negotiations and discussion of the job is not longer restricted to emails. 
• Online interviewing process: The advent of advanced video-based interviewing methods and open video calling facilities has brought immense flexibility to the interviewing process. Interviews across the globe, time-zones, and groups of people have become easy and possible.
• Homecoming: Another significant trend is the homecoming of talented professionals. Organizations are growing rapidly, leading to a demand for talent for future technologies. Many subject matter experts in these specializations are available globally (including innovators in the Bay Area). Over the past many months, there has been an increase in the mobility of talent across the globe and India. This is primarily happening as employees prefer to stay closer to their families and have the option to operate remotely.
• In-house recruiters: Lastly, not to forget the in-house human resources department. With technological advancements, many companies are turning to various assessment tools and procedures for hiring candidates. But the ones who run this show at the back end are the in-house recruiters. Instead of outsourcing, organizations increasingly have an in-house recruiting team that, in partnership with the hiring managers, represent the organization brand, company culture, and values. They have become the fulcrum of creating a meaningful candidate experience and attracting critical talent.

Stepping into 2020 and beyond, technology will be integral to all processes and will continue to be a strong enabler in the talent acquisition space. An equally critical success factor in attracting talent will be the organizational culture and candidate experience. Organizations that can provide learning opportunities, exciting roles, growth, and a positive culture that helps every employee perform at their best potential will be the front-runners. Tailoring one’s communication to the target audience will be a critical factor in attracting talent. All in all, the war for talent is far from over.