Every year comes a new collection of methods and ideas to apply to the staffing and recruiting industry in attempts to make processes more effective. 2021 has been a unique year, as it comes after one of the most bizarre and unprecedented years in modern history. In the wake of the pandemic, recruiters and job seekers alike have found the staffing and recruiting world has evolved in several ways with a number of trends.
Here are the key trends of 2021 that will stick around well after the shockwave has settled. Â
Recruitment Technology Continues to Rise
A recent study found 70% of staffing firms expect to see double-digit growth this year. Dealing with an influx of new candidates and navigating the changing markets can be made more efficient with staffing and recruiting technology. Most staffing and recruiting agencies use an applicant tracking system to assist with their day-to-day recruitment needs. An ATS (Applicant Tracking System) allows users to focus on candidate sourcing and placement, instead of the minutiae of each process. Mindscope has long been an industry leader in the staffing software industry, providing innovative and forward-thinking ATS features that allow search firms to stand out, putting the client and candidates first.Â
Beyond the applicant tracking system, however, exists a plethora of recruitment technology that can support the various stages of the hiring process. Some top technology trends for this year include: 
Artificial intelligence: using machine learning to make faster hiring decisions in the sourcing and screening processes
Virtual hiring: using technology like video interviewing to connect with candidates from afar to save on costs and time
Predictive analysis: in the same vein as AI, using technology to determine trends and metrics among candidates and hiring processesÂ
Social Media Is Becoming More Prevalent 
Social media can be used in several creative ways to add another dimension to proactive recruitment strategies. After much of the economic uncertainty brought about by COVID-19, conditions are looking up: it’s expected that in the next 18 months, 50% of job seekers will be actively looking for new positions, and social media is one of the most used platforms for job seekers to discover new opportunities.Â
Social media platforms are often corporately used to share job opportunities and information about employers. Now, agencies are layering on the use of social media to build a distinct employer brand identity to attract new business and connect with candidates in a meaningful way. According to LinkedIn, 83% of candidates say that an employer brand has an impact on their decision to work with an agency and 31% would even turn down a job if the reputation of the agency is poor. Creating a favourable employer brand through social media is critical for agencies to continue to develop authentic connections with candidates and clients.Â
More Use of Contract Workers
The trends of contract and temporary work have risen over the past several years, but 2021 created a massive uptick in postings. As a result of pandemic-related professional uncertainty and widespread layoffs, many job seekers opted for temporary jobs, triggering employers to offer short-term contracts due to the turbulent nature of the job market. Though many aspects of the job market have returned to normal, contract work is here to stay: nearly three-quarters of employers are planning to increase their contract hires in 2021.
With an influx of contracts over the last few months, a solution to ensure recruiters make the most of every candidate interaction is to re-engage and place candidates into new roles – using a tool such as an Enhanced Pipeline Activity Widget, like the new feature from Mindscope’s latest release. This widget allows the users to apply actions to candidates in the database. Using this tool, recruiters can search for top unplaced prospects from previous job orders and move them into a current opening. Instead of sourcing new candidates for every role, using an existing database of talent can help recruiters save time and reduce costs, and contribute to stronger professional relationships between candidate and agency. 
A Key Change in Requirements 
According to a recent study, one common denominator among 80% of bad hires is a lack of soft skills. Interpersonal skills like communication, teamwork and creativity are key to support a candidate’s technical experience. The COVID-19 pandemic also exacerbated this problem. Due to rapidly increasing labor shortages in various industries like hospitality and the skilled trades, many employers are having to adapt the requirements for job orders. 
Over the coming years, employers will continue to rely more heavily on soft skills, with potential to over index hard skills to meet the demands of the employment market. A recent statistic states, 92% of hiring managers agree soft skills are higher in value during the hiring process. Moving forward recruiters will need to be more cognisant when assessing soft skills during the interviewing processes, diligently identifying, and noting these skills. Mindscope’s searching capabilities allows recruiters to quickly scan and categorize candidates based on any number of skills or experiences using a powerful Boolean search tool, creating efficient candidate organization.
Mindscope is always committed to furthering the conversation surrounding the latest evolutions in staffing and recruiting. Contact us today to learn about our full product offering.
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