Organizations are focusing more on recruiting “The right Talent” internally for key positions rather than external recruitment in 2024!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Hiring the right person is a key challenge for organizations in 2024.
?? 36% of organizational budget is allocated to Talent Acquisition and two thirds of organizations expect that the recruitment and hiring of talented individuals for key positions will become progressively more challenging in the coming year
?? A rising trend (33%) in the use of assessments for filling roles that typically did not depend on such evaluations for selection in the past, e.g. leadership roles.
??There is a growing demand to hire more graduates to fill the workforce gap. Over a quarter of organizations state this as their top priority for next year.
?? Over half of HR professionals, expect their hiring and selection programs will change in the near future due to job automation.
?? Hiring the wrong employee can be nearly three times as expensive as making the right choice, according to a new interesting research published by SHL using data ?? from 1,600+ HR professionals across the globe.
?References are the preferred method for external hiring
?? References are preferred to objective assessments for external hiring.
The Top assessment methods preferred when recruiting internally are:
1?? Subjective input such as manager feedback,
2?? Past performance,
3?? Experience,
4?? Interviews
?Graduate hiring is a way to secure the right talent
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Researchers also found that majority of organization is maintaining or increasing their budget for graduate hiring programs. And successful graduate programs enable organizations to hire the best-fit candidates and invest in their growth by putting developmental programs in place.
?? Finally, researchers provide the 5 recommendations below for organizations to future-proof their recruitment processes:
?? Make the Most of Your Existing Talent
As internal hiring is becoming more common, it is imperative to invest in nurturing existing talent pools. This not only saves on hiring costs but also fosters employee loyalty and retention. The talent you are looking for to fill an open position might already be within your own organization
?? Leverage Assessments
Utilize assessments as a crucial part of the hiring process. Incorporate cognitive ability assessments, personality questionnaires, skills tests, and emerging interactive assessments such as simulations and job fit assessments. These tools provide valuable insights into candidates’ skills and suitability for specific roles.
?? Hire for Skills
Shift the hiring focus from solely relying on previous experience and educational attainment to hiring for skills.
?? Prioritize Candidate Experience
The hiring process is often a candidate’s first interaction with prospective employers. Ensuring this experience is positive can enhance your organization’s reputation and help attract top talent.
?? Stay Agile and Adaptive
Maintain agility and adaptability in your hiring practices. Continuously monitor industry trends, technological advancements and changing demographics to evolve your hiring strategies accordingly
?? ???? ???????????????? ????????: This interesting research gives us key data to understand current recruitment trends. Even though 2023 showed a more stable trend, the talent shortage persists and organizations are scrambling to fill an increasing number of vacant positions. On the other hand, organizations should not neglect the candidate experience because 40% of organizations neglect to provide feedback to candidates during the recruitment process, while people who invest their time in a recruitment process are waiting there and this could spoil the image of the company...
Thank you ?? SHL researchers team for these insightful findings: Andrew Bradshaw Teri Ellison
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Computer science programmer, graduate of Anbar University, holds a bachelor’s degree in computer science from Anbar University, 2019. I speak Arabic and English.
10 个月Interested
People & Culture, HR Leader
10 个月About time! Although it is not an easy shift. To make an idea into practice organizations need to focus on: - L&D (to create a suitable pool of internal candidates), - Performance Management (to have objective criteria for spotting their Stars), - Change the mindset of managers (to make it possible to invest and then let go the best of their team members) - and that one I would mark as crucial. When it comes to SHL recommendations, I would like to challenge the "Hire for Skills", as it dose not apply to internal promotions. With internal candidate you should have a great overview of their abilities, working culture, key behaviours. The job specific skills, that will be mostly development opportunity.
Bringing Human Touch to Talent Acquisition
10 个月Nicolas BEHBAHANI as always thanks for the insights. I agree especially on assessments and their importance, especially as we’re focusing on other areas of Talent Acquisition. It’s important to note that one company’s A player may be a B player in another organization. So, probing beneath the surface of resumes and greater focus on personalities, is very much needed. A great match is what makes a great hire, which is often what you don’t expect to find on ‘paper’.
Director Leadership Development @ Beacon | People Development, Talent Strategy
10 个月Great insights on the recruitment landscape in 2024! Hiring the right talent is crucial in today's competitive market. ??
Senior Project Manager @ EPAM Systems | Agile & Waterfall Methodologies
10 个月Hiring the right talent remains a top challenge for organizations in 2024. ????