With 2021 and all of its subsequent planning in front of us, it’s always a good idea to think about the trends and the developments that await us in 2021 (and beyond). To think about the trends currently ongoing and those that still need to break through the ranks. “This year we really need to add two more words: disruption and hype”, Waasdorp writes. “Do we speak of a disruption, a trend, a development or a hype?”
Waasdorp, who is widely regarded as a thought leader for all matters related to job market information and strategy, sees that recruitment suppliers, agencies and employers have all used the COVID-19 pandemic as a catalyst for (much-needed) change. “Think of the mass adoption of recruitment marketing and recruitment process automation (RPA), a new ATS system, the re-skilling of teams or the adoption of new recruitment techniques.”
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A new year, but still the same story
“Beyond the acceleration we speak of, disruption will likely trend to becoming the norm in our jobs”, Waasdorp argues. “COVID-19 will be with us a little longer in 2021, despite all positive news surrounding mass vaccination. Though 2022 will likely be a year of celebration, 2021 will be much of what we’ve seen and experienced this year. Working from home the majority of the time and experiencing several phases of lockdowns will be our default. Here’s hoping we can, however, scale up slightly when the numbers allow us to — resulting in real visitors for open days, company days, campus recruiting activities and so forth.”
Working from home the majority of the time and experiencing several phases of lockdowns will be our default.
‘Automate as much as possible’
Waasdorp cites bigger fluctuations prompted by the market, international developments and worldwide political choices. Therein, he sees two essential principles for TA and recruitment leaders to adopt in their hiring efforts. Firstly, automate as much as possible — without being dependent on one system. “It will increase flexibility to be able to scale up, but hosting your automation with just one provider will do the opposite: it will be you inflexible and dependent.”
“We’ve just been doing the same thing for years — the thing that’s always worked for us. It’s absolutely vital that we start learning new tricks in order to be adaptable.”
Secondly, Waasdorp sees an opportunity to double down to improve the ‘flexible shell’ surrounding recruitment qualities. “Unfortunately, many recruitment teams, agencies and recruiters have become one-trick ponies”, he says. “We’ve just been doing the same thing for years — the thing that’s always worked for us. The European regulations may cover up some of the changes that are happening right in front of us — so it’s absolutely vital that we start learning new tricks in order to be adaptable. Retraining and reskilling may be important for most sectors — but this holds particularly true for recruitment, so we’re not all replaced by many of the quickly rising RPO companies.”
The pink elephant in the room
“There’s a giant, pink elephant in the room that’ll suddenly start making its way to your desk”, Waasdorp writes poetically. “And for everyone it’ll be a different species, but trust me: the elephant is there. Will it be a game changer in the world of employment agencies. Or will there be a booking.com for freelancers? Will there be an alternative to LinkedIn or Indeed?”
“Will it be a game changer in the world of employment agencies. Or will there be a booking.com for freelancers?”
Or the explosive, sudden growth of RPO and a new recruitment model? What will happen with new e-privacy laws? Will there be more recruiter code of conducts?” While some of these elephants may become extinct, or simply leave the room — there’s no saying any necessarily will. “That’s why it’s of the utmost of importance to be prepared”, Waasdorp says.
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