What were the top 3 recruitment trends in 2021?

With the rise of the remote EA, why not recruit remotely? Vanessa Fajnkind, CEO of Brook Recruitment, made her company’s recruitment processes virtual in 2020 and although she’s based in Melbourne, she can place candidates in other states with the help of video conferencing

Did you have trouble finding talented assistants and office staff in 2021. The Australian HR Institute (HRM) talked with three recruitment experts on their thoughts about the big recruitment trends that appeared in 2021. Did you notice any of these?

Diversify your talent pools

2020 saw the amount of job listings being posted to job advertisement websites like Seek and Indeed take a significant drop. And to make up for their losses last year, these job advertisement sites are raising the cost of posting a job opening. The obvious pitfall of this price increase is that it’s more expensive to get the word out there, but it also makes it harder to get approval from your company. With higher price points, this might have changed how you or your company went about advertising the job opening. Ineke McMahon, director at P2P Learning & Development Academy, believes LinkedIn is becoming increasingly useful to search for candidates. LinkedIn is already a popular platform for this but it can be tricky to find the right candidate. McMahon says it’s important to start honing LinkedIn research skills to find the right person for the role.

Embrace virtual

With the rise of the remote EA, why not recruit remotely? Vanessa Fajnkind, CEO of Brook Recruitment, made her company’s recruitment processes virtual in 2020 and although she’s based in Melbourne, she can place candidates in other states with the help of video conferencing. Zoom meetings and interviews have become part of the new norm with most workers participating in a virtual interview more often than face-to-face. While Zoom follows the traditional model of having an interviewer and interviewee present, there is new technology that can speed up the interviewing process even more. AVI (automated video interviews) are becoming much more common. AVI’s don’t require a physical interviewer to be present and instead a question will pop up on screen and the interviewee’s answer will be recorded for review at a later time. “In one assignment we video screened 20 candidates. I think we saved about 4 hours of time,” says McMahon. “It also made rejecting candidates a lot easier, as we could give specific examples of how they answered the questions versus the shortlisted candidates.”

Is ageism on the rise?

Unfortunately, not all recruitment trends in a post-COVID world were positive and the rise of ageism was one that needed to be closely monitored. Diversity Australia CEO, Steven Asnicar, says he’s noticed a worrying trend where employers think candidates over 40 are at a higher risk of contracting COVID-19 and are using that as an excuse not to hire them. While this is obviously a discriminatory problem, it’s also a missed opportunity for employers. Older candidates bring a wealth of knowledge and experience that could highly benefit the business. Asnicar was worried that this trend would only worsen with the government’s introduction of the JobMaker Hiring Credit scheme, which offered employers a financial incentive to employ candidates aged 16-35 before 6 October 2021. Recruitment took a big hit last year and it was expected that this year would see a rise in both jobseekers and companies looking to rebuild their talent pools.