Philippine Recruitment Trends in 2019
The workplace is ever-changing, affecting the culture, the environment, and the techniques being utilized at work such as in recruitment, one of the key points of a successful and continuously growing company.
As technological advancements continue to take the world by storm, everyone else must follow suit, and the Philippine recruitment landscape must only look forward and keep its doors open to the oncoming developments.
Various recruitment consultancies identify the following as emerging recruitment trends that are expected to continue to shape the industry in the coming years: Cognitive Automation (CA), Natural Language Processing (NLP), Virtual Reality (VR), and General Data Protection Regulation (GDPR).
Cognitive Automation: Human-like thinking ability
Companies are currently using robotic process automation (RPA), where employees allow a robot to process data, manage transactions, and more.
But RPA still needs improvements for it to complement the recruitment process– which brings us to cognitive automation (CA). With CA, robots will have the thinking ability close to humans, but worry not, as experts emphasize that this does not mean that human capabilities will be replaced.
CA’s key point is to complement our human skills.
With these technologies at hand, many tasks can be broken down so that HR people can devote more time to important human capacities such as devising strategies, sourcing talents, screening and evaluating, and developing workplace culture.
Natural Language Processing: Understanding human language
Computers will also need to understand human language better by speaking it and even distinguishing human emotions through natural language processing (NLP).
With the use of NLP, recruitment procedures can be more accurate and more efficient. Some examples are extracting data in resumes, identifying right candidates, monitoring social media channels and analyzing employee feedback. NLP would help to streamline these tasks and will be important in making hiring decisions.
Virtual Reality: No longer just for gaming
Virtual reality (VR) is no longer exclusively for gaming development. In fact, Hanover Recruitment thinks virtual reality (VR) will also have a big impact on recruitment.
VR is predicted to make waves in talent acquisition, interviews, office tours, on-boarding, and learning and development.
Companies need to show potential new hires that they are innovative. For instance, conducting a virtual office tour would attract the interest of many millennial applicants in a candidate market.
In interviews, on-boarding and training, VR can save time and cost for the company. Recruiters can carry out live face-to-face interviews wherever they are, have applicants go through virtual situations to assess their abilities, speed up the process of new hire orientation, and learn skills or attend workshops in different locations.
General Data Protection Regulation: Data audit and safety guarantee
The general data protection regulation (GDPR) was approved by the European Union (EU) last year. While the GDPR is generally applicable to companies within the EU, the Philippine landscape is bound to be affected, especially for those with subsidiaries and partners from the region.
For now, we have the Data Privacy Act (RA 10173) to guide companies and its respective recruitment departments to organize a data audit – to maintain as little personal information as possible, and to ensure the safety of company websites as more candidates submit applications online.
Recognizing employee rights is also important in 2019 and beyond – letting them know the how’s, why’s and who’s when it comes to sharing their data.
Much like most industries, technological advancements and creativity will influence the future of recruitment. As recruitment is the backbone of any company, it is even more important to pay attention to these industry trends.