HR trends 2019: the future of hiring and recruitment
Technology and AI are reshaping HR in 2019, with companies implementing new recruitment tools while maintaining human connection in hiring. Talent acquisition leaders will prioritize AI implementation to automate repetitive tasks, freeing recruiters to focus on meaningful candidate interactions and strategic initiatives.
How can HR handle demand for cyber security jobs in 2019?
HR professionals must attract and retain cybersecurity talent in 2019 by demonstrating board-level commitment to security, offering competitive salaries and development opportunities, and adopting flexible hiring approaches to address the UK’s cyber-skills shortage.
The recruitment evolution: five predictions for 2019
Recruitment in 2019 will see major shifts toward candidate-centric approaches and two-way communication, driven by AI adoption and the war for talent. Companies will transition from traditional applicant tracking systems to candidate relationship management software while leveraging data analytics and video interviews to engage passive candidates.
How to combat the looming UK staffing crisis
The UK faces a significant staffing crisis, particularly in hospitality, with hundreds of thousands of vacant positions and potential workforce losses post-Brexit. Businesses can address this challenge by improving recruitment practices, distinguishing job offers, and showcasing career pathways to attract and retain employees.
How to solve the diversity crisis in local government leadership
Local government faces a diversity crisis, with Black, Asian and minority ethnic leaders representing just 3% of council CEOs and 3.7% of top senior management positions—far below representation in the private sector. Austerity, lack of investment in talent development, and a shortage of BAME professionals in middle management roles create barriers to reaching senior leadership positions.
How recruitment can adapt to turbulent times
Economic uncertainty and historically low unemployment are creating significant challenges for executive recruitment. As candidates become more selective and risk-averse, organizations must move beyond traditional recruitment methods to attract top-level talent in an increasingly competitive market.
The selection process: algorithmic bias or bias against algorithms?
Algorithms in recruitment face real challenges: while they can reduce human bias, they risk perpetuating systemic discrimination. Effective hiring requires structured methodologies and training, not algorithms alone.
Recruitment: why age-friendly employment is a win-win for everyone
Age-friendly employment practices help businesses tap into a growing pool of skilled older workers while creating more inclusive workplaces. With fewer young workers entering the job market, employers who offer flexible arrangements, eliminate age bias in recruitment, and provide health support gain competitive advantages in attracting and retaining talent across all ages.
Strengths-based recruitment: are you hiring people for the wrong jobs?
Strengths-based recruitment selects employees based on natural talents and what they excel at, rather than traditional competency requirements. Companies like Starbucks and Acromas Group have adopted this approach to reduce costly staff turnover and improve job performance by matching people to roles where they’ll genuinely thrive.
Book review – Mind Flip: Change the Way You Think About Yourself and Reinvent Your Future by Zena Everett
Mind Flip guides professionals through assessing their skills and repositioning themselves for career advancement. Drawing on recruiter insights, author Zena Everett helps readers identify their unique value and articulate it effectively to employers, though the book relies heavily on some outdated career advice.
Recruitment: why AI and Big Data alone can’t solve bias
AI and Big Data have improved recruitment fairness, but cannot completely eliminate bias since humans design algorithms and make final hiring decisions. Technology can reduce unconscious bias, yet human judgment at every touchpoint—from job descriptions to candidate selection—allows biases to persist.
Recruitment: how to pick out the one-in-a-million candidates
Finding top-tier talent requires a strategic blend of science, networks, and genuine employer branding. Use recruitment methods that go beyond traditional advertising—focus on building credible employer value propositions and transparent communication about workplace culture to attract the one-in-a-million candidates who will elevate your team.
Recruitment: why ‘cultural fit’ is an essential requirement for assessing candidates
Cultural fit is crucial for hiring success, with 89% of new hire failures linked to poor cultural alignment rather than lack of technical skills. Companies must clearly define their organizational culture and systematically assess candidates against it, rather than relying on gut feeling alone.
How AI can make the recruitment process more ‘human’
AI can enhance recruitment by automating administrative tasks and reducing human bias, yet employers and job seekers remain cautious about machines making key hiring decisions without human oversight, particularly due to concerns about transparency and the emotional nature of career decisions.
How to write job descriptions that attract great candidates
Writing effective job descriptions requires clear job titles with relevant keywords, an engaging opening that highlights role benefits, specific details distinguishing must-have from nice-to-have skills, transparent compensation and benefits information, and data analytics to optimize candidate attraction.
Brexit update: EU-citizen registration trial and practical steps employers can take to prepare for Brexit
The UK government is trialling EU-citizen registration to help EU nationals formalise their residence status before free movement ends in 2020. Employers should prepare for Brexit’s HR challenges by understanding settled and pre-settled status requirements for their EU workforce.
Recruitment: are first impressions unfairly influencing your hiring process?
First impressions formed during job interviews can unfairly influence hiring decisions, even in modern structured interviews. Research shows that initial candidate assessments predict later ratings, follow-up invitations, and job offers, suggesting that early perceptions may overshadow actual job performance and qualifications.
Recruit smart: how employee advocacy can attract talent
Employee advocacy programs empower staff to promote your company on social media, significantly improving talent attraction and reducing hiring costs. Candidates are 40% more likely to apply when familiar with your employer brand, making authentic employee recommendations a powerful recruitment tool in today’s competitive job market.
The Brexit White Paper: what does it mean for immigration and employment?
The Brexit White Paper offers limited concrete details on immigration and employment, though it confirms free movement continues until December 31, 2020. The government proposes reciprocal mobility arrangements for intra-company transfers, visitors, and students, but provides no clear plan for what replaces free movement after the transition period ends.
Recruitment tips: don’t join the war for talent – build your own instead
Rather than competing in a “war for talent,” businesses should build an achievement culture that develops employees internally and taps into a broader, more diverse talent pool. This collaborative approach reduces wage inflation pressures and creates sustainable growth for organizations and individuals alike.
