How will young people be recruited by 2030? Five point answer

JobTeaser révèle ce 4 février un rapport qui souligne, entre autres, cinq tendances qui vont se renforcer dans le recrutement des jeunes diplômés d'ici à 2030.

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Posted on Feb 4, 2021 2021 at 6:00Updated Feb 16, 2021 2021 at 18:14

After a large study which established one of the places of integration of young people in Europe, released in November, the recruitment platform JobTeaser is publishing on February 4 a prospective report on the European recruitment of young graduates, in partnership with Le Lab RH and PageGroup.

“Recruitment practices are changing slowly but surely. For several years, we have observed an opening of mentalities, in particular with the increasing appreciation of atypical profiles and alternative paths ”, explains Jérémy Lamri, director of research and innovation at JobTeaser and founder of Lab RH.

For this study, around fifty human resources directors and hiring managers from companies established in London, Germany and Great Britain, experts and representatives of English and international institutions were interviewed. Five major trends are emerging for 2030, and could be of interest to young people entering the job market.

1 – The erosion of the diploma in favor of soft skills

“In London, recruiters are still very attached to the diploma, observes Jérémy Lamri. But the need to surround themselves with more adaptable profiles, for jobs that change quickly, is gradually pushing them to look at criteria such as soft skills. Also, the ability of young people to assert themselves and to quit their jobs quickly leads to the need to take into account their motivators and their compatibility with the values ​​of the company. “

According to this study, some recruiters consider soft skills as a full-fledged recruitment criterion. Adaptability, team spirit, rigor and organization, empathy and listening, entrepreneurial spirit … To stand out from the crowd, young graduates must become aware of their professional skills and put them forward by giving concrete examples. And this, by linking these skills to experiences they have had in the professional environment, associations, or in everyday life. “The more tangible the achievement, the more reassured the recruiter will be. Without going overboard, valuing at least three to four soft skills in this way is a real asset to stand out ”, assures Jérémy Lamri.

2 – The massification of CV databases

“The war for talent is raging and waiting for the right candidates is no longer enough, you have to go and find them. The databases of CVs and profiles are gaining in power, as recruiters are hunting more and more. It is fundamental for a candidate to be included in these databases, and to know how to value oneself there: LinkedIn, JobTeaser, etc. “, assures Jérémy Lamri. According to the report, the rise of talent boards will be one of the major developments in sourcing over the next few years. The HR interviewed for this study also call for the development of CV databases specifically intended for the recruitment of young graduates.

“Today, sourcing on complex profiles requires looking in a myriad of different sources, and when posting an offer, the quality is not always there. Having a sort of Indeed candidate version, a platform that aggregates the profiles of young candidates, would allow us to better target the profiles, or even to no longer have to make prequalifications ”, explains Anne Le Bruchec, chief people officer at JobTeaser.

Some companies have already created their own CV database to try to help employees… they are laying off. This is the case of Airbnb and Uber, hit hard by the health crisis. On the platform created by Airbnb, employers looking for recruits can sort candidates by profile category, geographic area, full-time availability or as contractors.

3 – The rise of freelancing

“Freelancing has experienced constant development over the past ten years under the dual influence of the digitization of a larger number of professions and, in the case of London, of the creation of the auto-entrepreneur regime in 2008”, notes the study.

Originally intended for professionals in communication or web development, you can now be freelance for many other areas: community management, sales, writing, web design … Some are full-time, others not. “More and more people are using their skills outside of their main job, remarks Jérémy Lamri. This status makes it possible to diversify sources of income and to develop a portfolio of clients, which in particular has the effect of increasing resilience in the face of crises. “

Changing pace of work, missions for different employers, organization according to their desires and needs… For some, being a freelance allows them to pursue their quest for meaning and corresponds to their aspirations. For others, it is a solution while waiting for a full-time contract in a company.

The health crisis and the resulting lack of visibility could give freelancers new opportunities, especially in companies that hesitate to recruit on permanent contracts. The report recalls a McKinsey survey unveiled last July for which 800 business leaders in Europe were questioned. At the question “How do you think your company's use of freelancers, contractors and / or temporary workers will develop in two years compared to the pre-crisis level? “”, 72% of business leaders in Europe replied that it was going to grow.

4 – Committed companies

According to a survey conducted by JobTeaser and unveiled in September, working conditions are an essential point for candidates (65.2%), ahead of the work-life balance (40.8%) and salary ( 38.1%). Candidates are interested in their business. “The need for meaning and recognition is important for this generation, and this goes through the conviction that their employer must be responsible and ethical both socially and environmentally”, insists Jérémy Lamri.

According to the study, the company of the future will have to communicate on its mission, work on its commitment to CSR and “Encourage and support employee actions having a social impact”. This will allow them to keep talent and attract new ones. “”The Covid-19 crisis, with the questions it has raised with young people about the engagement of companies in society, will certainly result in the rise of this subject in the years to come”, comments the study.

5 – Widespread use of artificial intelligence

Artificial intelligence (AI) was initially used for the very first stages of the recruitment process (sourcing, sorting, etc.). This technology is expected to develop for the analysis of video interviews, in particular to observe the language, tone of voice and facial expressions in order to measure the famous soft skills of the candidate mentioned above. The study notes that HRDs have great hopes in this technology. This could in the future “Impact almost all recruitment strata”. “This can save recruiters time, but it is necessary to be aware of potential biases that can lead to errors and discrimination”, warns Jérémy Lamri.



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