The USA staffing industry had experienced a significant shift in the last two years. The year 2020 had been a massive blow for the industry, creating a year full of confusion and uncertainties. Though there had been a high amount of hope from the following year- 2021, it has proved to be no better.
This year, though, allowed staffing business owners to learn from past mistakes and prepare for another wave of Covid-19 crisis, economic uncertainty, and other staffing crises.
This makes us all wonder about the year 2022. Would it be the same- full of economic slowdown, fluctuating Covid-19 cases, etc.? Well, it’s nearly impossible to predict these circumstances in advance. But, we can certainly take action from the trends that are to be experienced due to the recent shifts in the staffing market.
A quarter of Generation Z students start their job search freshman/
sophomore year, and half start junior/senior year.
Only one in ten waits until after graduation.
Generation z is always perceived as the ones with funky hairstyles, weird clothes, and an odd taste in music. But, that’s not all that defines them. They are the ones who have grown up with sound knowledge of the latest technologies and have already penetrated the job market.
Compared to millennials, their way of managing the processes is different, and so is their take on different aspects like diversity, digitalization, remote work, automation, etc.
Since there are bright chances of witnessing a considerable group of generation z employees working in the staffing industry, it’s crucial to note which aspects need to be taken care of for attracting the best generation z candidates.
During decision-making, Gen Z candidates consider diversity as one of the critical factors. They prefer staffing companies that focus on creating a diversified culture.
There is no doubt about ‘Remote Work is the Future.’ More than any other generation, Gen Z considers work-life balance highly important. Hence, staffing businesses offering remote work opportunities are highly regarded by this generation of candidates.
We have always perceived this age group as tech-savvy, and there’s no lie about it. Gen Z employees do not give a second thought about quitting staffing workplaces that do not have the right digital solutions to automate the process for a streamlined workflow.
The year 2020-21 has made one thing very clear- Data is the King. That’s why staffing businesses will be prioritizing usage of historical data for the decision-making in the following year.
We will witness the staffing managers using the data like character traits, previous work experience, behavioral traits, etc., to recruit the best and right talent for their clients. Plus, it will allow them to further narrow down on the passive candidates who might not be actively seeking job opportunities but might agree to the role if exciting.
The best part is it can also help in figuring out the employees who might be considering leaving the company. Consequently, helping you in improving the -over rate.
There has been a long debate on remote working this year. Till 2019, the concept of remote working had been only limited to a small part of the population who preferred freelance working over a typical 9-5 office job.
However, there has been a drastic change in that scenario. After almost two years of working in a remote culture, a larger population of employees have been showing a keen interest in permanent remote working.
As mentioned earlier, the Gen Z candidates consider work-life balance as one of the important aspects while deciding on a company to work for. The same goes for other age groups. Looking at the perks that remote working offers and the keen interest shown by employees from different age groups, it would be safe to say that remote working will be prevalent in the coming years.
By 2025, growing job demand for 97 million people will be needed for jobs such as AI and machine learning specialists, process automation specialists, big data specialists, and more.
In the last five years, we have observed many staffing businesses championing digitalization in order to do away with the traditional methods and attract the best possible millennial and Gen Z candidates.
But, from 2022 onwards, digitalization would not be just limited to eliminating the piles of paper and implementing a digital solution to manage the timesheets and payroll better. The focus would be on AI and machine learning.
Staffing managers would be required to implement advanced technologies like Natural Language Processing (NLP) to find the best possible candidates in minimal time by creating advanced algorithms that match the potential candidates to the recent vacancies.
Virtual staffing was limited to online job boards and social media recruiting. Staffing businesses who had been recruiting the candidate through multiple job boarding and social media platforms had been bragging about their virtual staffing capabilities.
Moving forward, virtual staffing would not be limited to these areas. Given the fact, the remote culture is going nowhere soon; staffing companies would be required to implement virtual onboarding as well as virtual interviewing processes as well in their staffing cycles.
When staffing managers are broadening their talent pool and recruiting candidates from another corner of the world in order to recruit the right talent for the clients, it would be imperative for them to embrace all the aspects of virtual staffing.