Over the last two decades, the recruitment landscape – like the rest of the business world – has undergone some seismic shifts. Technological changes, evolving candidate and employer expectations, and new workplace trends have all reshaped the hiring process.
These changes have made the process more efficient, but also more competitive. With remote work lifting many geographical barriers – allowing people to work without being tied to one specific workplace – employers now have access to a much wider talent pool. However, this also means candidates face increased competition for roles that were once restricted to local applicants.
At the same time, the expectations of employers and candidates are different to how they were. Diversity, inclusivity and a candidate-focused approach now have greater influence over hiring strategies. Let’s explore the key ways recruitment has changed over the last 20 years.
- The digital-first application process
- The role of AI in recruiting
- Remote work and the expansion of the talent pool
- The rise of video interviews
- Digital footprint
- The evolution of interview techniques
The digital-first application process
The days of in-person applications and paper CVs are long gone. The rise of job boards, company career pages and social networking sites like LinkedIn has totally changed the way candidates find and apply for roles; applying for jobs takes mere minutes, sometimes only requiring a single click.
Recruiters also have new tools at their disposal. Applicant tracking systems allow them to manage large volumes of applications, while AI-powered software now scans CVs for keywords so that recruiters can focus on candidates best matched for the role – saving them time and effort.
The role of AI in recruiting
Artificial intelligence, or AI, has been hailed as a game-changer for recruitment. From screening CVs to automating responses, AI-powered tools can help recruiters save time. Chatbots can also handle initial candidate interactions, answering questions and even scheduling interviews.
However, AI has issues that have to be accounted for. Bias in algorithms is a growing concern, as systems often reproduce the unconscious bias present in the data they’ve been trained on. Recruiters and employers must therefore remain vigilant, ensuring their hiring processes encourage greater diversity rather than preventing it.
I recently listened to a podcast featuring Laura Bates, author and founder of the Everyday Sexism Project, who discussed some of the issues around AI in recruitment processes. One issue she highlighted is that AI ingests a large amount of data before selecting individual applicants as best suited to a role. The trouble is that it matches them by looking at the people who already work at that organisation – in essence replicating what it already has on its team.
There is also evidence suggesting that AI filtering eliminates applicants who might be considered outliers, which is counterproductive because it can work against candidates from underrepresented backgrounds rather than giving them a fair chance – the exact opposite of what we need to be doing.
Remote work and the expansion of the talent pool
The rise of remote work is one of the most significant shifts in recruitment in recent years. Before the pandemic, employers nearly always required employees to be within commuting distance. Now, however, many have embraced remote and hybrid working, allowing them to recruit talent over a much wider geographical range.
This shift has created challenges as well as opportunities. Employers can now find the best candidates without being constrained by location, but the increased competition makes it harder for applicants to stand out. It also means organisations must rethink their onboarding processes and workplace culture to accommodate remote workers effectively.
At the same time, however, it’s important to recognise that not all jobs can be performed remotely. This needs to be taken into account culturally so that all sections of the workforce work together harmoniously, and to avoid a them-and-us situation which can breed resentment.
The rise of video interviews
Since the pandemic, video interviews have become an integral part of the recruitment process, particularly in the early stages. Platforms like Microsoft Teams, Google Chat and Zoom enable employers to assess candidates quickly, without having to find time and space for an in-person interview.
This means candidates must navigate a new set of challenges, from ensuring a stable internet connection to mastering their on-screen presence. While video interviews are certainly convenient, they can also make it more difficult to build rapport and gauge culture fit.
Also, there still seems to be a marked preference for face-to-face interviews over remote ones. My colleague, Intuitive Talent Partner Faye Harwood, recently conducted a poll on LinkedIn asking respondents which type of interview they preferred. Nearly two-thirds (62%) of the 154 people who voted said they preferred face-to-face interviews, while just 6% favoured video.
Digital footprint
In today’s digital world, everyone has a digital footprint. A candidate’s online presence is often scrutinised before an interview takes place; this includes social media profiles, LinkedIn activity and any personal websites or portfolios they might have.
This gives employers extra insight into an applicant’s background and personality. However, it also poses risks. Specifically, some social media posts might have an impact on hiring decisions. As a result, candidates are potentially more cautious about what they say online – but this can make them stick only to posting more generic content, which makes it more challenging to really get to know them.
The evolution of interview techniques
Interview styles have also changed a lot over the last couple of decades. Traditional competency-based questions still play a role, but employers are increasingly placing more emphasis on soft skills, problem-solving ability and culture fit. Situational judgment tests and skills assessments are also common.
There is also greater understanding of neurodiversity in recruitment. Many employers have adapted their interview techniques to be more inclusive, recognising that traditional approaches don’t work for everyone. Some may provide applicants with questions in advance (e.g. John Lewis) , allow them extra time or provide alternative interview formats to make the process more accommodating (e.g. Atkins Realis).
Conclusion
Today’s recruitment process is almost unrecognisable from what it was only a few years ago. Technology has made hiring more efficient, but it’s also introduced new challenges. Candidates have to navigate AI screening, contend with remote competition and be conscious of their digital footprint when applying for jobs.
Employers, for their part, must adapt to changing expectations and be more inclusive. At the same time, we must recognise that the power within the relationship between potential employer and potential employee no longer sits with the former; rather, there is an equal weighting where the employer has to demonstrate the benefits of working with them, as well as the employee providing evidence of their own skills and experience.
As recruitment continues to evolve, one thing is clear: those organisations that embrace change and make the process more accessible for candidates will be the ones that attract the best talent. In an ever-shifting landscape, staying ahead of the curve is essential for both applicants and employers alike.
At Intuitive, we specialise in connecting talented leadership candidates with forward-thinking employers in the UK public transport sector. Whether you’re a candidate or an employer, get in touch with our friendly team today to find out more about what we can do for you.
About Intuitive
For the last 12 years, Intuitive has been helping diverse, talented leaders find their dream jobs in the UK’s transport sector. Intuitive are a trusted partner for well known brands like First Bus, Go Ahead, Hitachi Rail, Avanti Trains.
Get in touch with our friendly and knowledgeable team today and find out more.
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