A new decade is here but does it mean new changes to recruitment?

There have already been considerable changes to recruitment with the advancement and initial integrations of various technologies. So, what can we expect to see and what should you make yourself aware of so you can get ahead of any changes and not be left behind?

Employer Branding

One of the first expectations for 2020 is knowing the importance of employer branding, people are starting to change their views and expectations in reference to what they want from their workplace. The values of the company and the company reputation are now, alongside other variables, one of the most influential deciding factors.

The surge of the gig economy has seen a shift in how brands and companies are now represented and how they need to represent themselves.

Do you know the reputation of your brand?

What do people have to say about your company work environment, your onboarding process or even your interview process?

Websites such as Glassdoor is now an incredibly popular way for potential candidates to begin their company research. Have you checked what Glassdoor says about your company?

Not only is Glassdoor important to track, but also word of mouth and networks such as LinkedIn are all ways that people can research your brand and determine your reputation. It has been found that 75% of potential candidates research an employer brand before applying to a job.

So, if your brand is poor and has negative reviews and reputation then you will struggle to not only find top talent but also hire and retain them.


If you have a great reputation, strong brand image and glowing reviews, it has been found that you are likely to receive 50% more applications than a poor brand from prime, top-quality candidates.

So, our tip for 2020 is, if you haven’t already, get on top of your employer brand, understand your reputation and either improve or maintain it.


Another hot topic that permeates throughout recruitment headlines is the automation of the process and the continual integration of AI and the use of ATS systems.

It is thought that employers believe that 72% of their hiring systems will be automated within the next decade. The automation of the hiring process is already underway and has been for a while but is expected that this will accelerate to near full automation in the future. It’s beneficial to stray on top of these trends, as tech-savvy companies will be utilising them, and integrate them where possible. But maybe there is still something to be said for traditional methods.

Social Recruiting

Social recruiting is another aspect that is already being used, but 2020 predictions will continue to see the increase in this method to find and begin conversations with candidates. 2020 is the time, if you aren’t already, to go further than just posting on company social media and using the platforms to create meaningful connections and dialogue with candidates. This also relates to the first aspect, creating these connections will help to create a positive reputation for your brand.

Candidate Experience

And finally, the candidate experience. Perhaps not a new prediction for 2020, as this is a factor that should always be of importance, but it is a good time with all the above changes and advancements to review your company interview and onboarding experience. Figures have found a positive recruitment experience will encourage around 97% of candidates to refer your brand and company.

Aspects that affect the recruitment experience are thought to be timing factors and communication. So, reviewing these and ensuring they are efficient and effective is a sure-fire way to help not only your employer brand but in your search for quality new candidates.

(Sources, Finance Online, recruitment trends you should know)