5 ways job hunting has changed in this decade

The year 2020 ushered in a new decade and a change of calendar dates was not the only new thing the year dragged in. From an unexpected pandemic to the wave of economic changes that followed suit, job hunting in this decade has equally taken a whole different turn.

The recruitment process for many in-demand IT roles has continued to evolve over the years. However, you would be very surprised as to how much has changed today compared to five years ago.

For instance, five years ago it was very rare for candidates to be interviewed remotely via video. The incorporation of AI and other natural language processing technology has helped hiring managers in their search for quality talent.

Technological advancements have upped the ante for candidates seeking employment today with many organizations now measuring seemingly intangible traits such as emotional intelligence. Companies are now seeking a faster and more engaging hiring process, both to show why the candidate the right fit for the company and also, to allow the candidate to learn more about the organization while having a seamless experience.

Here some notable ways in which the recruitment process has changed since you last went job hunting:

1. Video Interviews

One of the biggest changes with the recruitment process has been the widespread adoption of video interviews. Now, candidates must not only learn how to use video communication technology but only learn several video interview etiquettes to help them land the job.

Peter Baskin, chief product officer at recruiter Modern Hire, says his organization has seen a sharp increase in the number of video interviews and online assessments over the last five years.

Marc Gasperino, a lead recruiter at executive search firm On Partners, offers advice to candidates to always prepare for a virtual interview like they would with an in-person meeting.

Make sure you have proper lighting and audio for the interview and align your camera at eye level so your interviewer isn’t looking up or down at you. Do not use your phone to conduct video interviews.

Peter Baskin, chief product officer at recruiter Modern Hire

2. Social media advantage

Social media has evolved over the year and now, networking sites like LinkedIn and Twitter have become a brand-building platform.

Candidates can now express themselves and showcase their hard and soft skills through these platforms in ways that their CV can’t.

These channels provide an opportunity for tech leaders to share their expertise on certain subject matters by writing thought leadership articles about relevant trends and industry news.

Ben Wood, senior vice president of advisory and consulting at Ensono

Additionally, recruiters are now using social media to identify and contact suitable candidates for job openings. LinkedIn InMail has become the most preferred method for making initial contact with job candidates, says Claudia Johnson, director of internal recruiting at Addison Group.

3. Candidate-focused experience

Now more than ever, the hiring process is more focused on the candidates because perks such as a competitive salary are no longer enough to attract top tech talent, especially in the face of stiff competition from other companies.

The recruiting process for IT roles has shifted away from a simple talent search, to one that’s driven by deep, meaningful engagement with the candidate.

Justin Donato, vice president of IT at Nintex

Companies no longer wait passively for candidates to apply for job openings but are actively searching for candidates that are the right fit for the company’s values and culture, in addition to meeting the skill requirements, said Donato.

While IT roles are still in high-demand, organizations are shifting towards candidates with great problem-solving skills rather than those with the most technical experience.

4. Modernized application process

Today, more recruiters are meeting candidates where they are, using technology they’re already familiar with in their business and personal lives, says Baskin.

So when the technology behind job applications doesn’t match this experience, candidates are less likely to go through the entire process and more likely to opt-out before finishing the application, especially if they’re already employed or another process was easier and more efficient.

Peter Baskin, chief product officer at recruiter Modern Hire

Also, AI has helped improved applicant tracking systems (ATS), helping recruiters locate candidates better and screen them using job simulations and pre-hire assessments.

Five years ago, true AI didn’t exist. Employers relied mostly on workflow automation solutions to speed up the process. Today, AI is being used to effectively take some of the administrative load off recruiters’ plates and support a digital, enhanced candidate experience at the same time. The net result is faster hiring and better candidate engagement.

Peter Baskin, chief product officer at recruiter Modern Hire

5. More internal hires

You’d have to admit that previously, the only way to advance in your career was to look elsewhere. However, that narrative is quickly changing due to how tight the talent market is.

Many organizations are now looking inwards to fill specific roles and are showing more commitment towards upskilling current employees where talent demands supersede supply.

Recruiters have their work cut out for them to attract and hire top talent – especially since most of them already have a job. Recruiters, in turn, have broadened the definition of a talent pool to include not only external candidates but also to include internal candidates.

Peter Baskin, chief product officer at recruiter Modern Hire