Top Hiring Trends How to Stay Relevant in 2022

Top Hiring Trends: How to Stay Relevant in 2022

The COVID-19 pandemic has brought in great uncertainty across industries, including the HR fraternity.

A recent survey has revealed dramatic shifts in the job market. India’s hiring rate has grown to 43% in October 2021, a lot more than in the pre-pandemic era. ( Source: ET) The overall hiring graph is moving upwards across the nation and across all top industries. To attract talent, and retain it is an uphill task for HR teams. Only by adopting the latest technology, and people practices can an organization survive the war for talent that brews outside. This will eventually force HR stakeholders to act agile and improve their efficiency using AI and automation in this candidate’s market.

Here are the top trends that can help HR teams to stay relevant.

Incorporate DEI&B (Diversity, Equity, Inclusion & Belonging) into Hiring

With a short supply of qualified talent, candidates are enjoying the power to choose employers based on who best meets their needs and aligns with their values of diversity, equity, and inclusion. So, there will be a pressing need to encourage a culturally dynamic workplace for all.

In the hybrid era of work, geography and physical distance are no more barriers to reaching qualified and diverse talent. We had witnessed massive exits during the pandemic.This primarily happened because organisational culture was not built to bring teams together in such an extreme event.

According to a study, 83% of executives think that diverse workforce taps into a diverse client base and innovation, and organisations with diverse boards have 95% higher returns on equity. To keep organisational biases under check, it’s inevitable to bring informed AI into action. In a candidate-friendly environment, diversity and inclusion values must be incorporated as a part of the organizational culture core. So the focus must be on adopting data led, new-generation technology to build a blueprint of how a diverse workforce must look like.This means that companies must invest more time in cohesive diversity and inclusion (D&I) strategies.

Here, a combination of human and artificial intelligence has come up as the best strategy ahead. AI-powered systems must be customized to reach out to a more diverse pool of candidates, screen their resumes faster, verify against parameters of their diversity marker, and onboard them within the organizational culture.

Read more: How to use data and artificial intelligence for diversity and inclusion in hiring and onboarding


Optimize ‘Digital Onboarding’ with end-to-end automation

Covid 19 cases may have declined, but the after-effects are long-lasting. With work from home being the main highlight of the HR policy 2021, dependency on digital background verification is only going to increase. When facing fierce competition, using tech-enabled HR and recruitment platforms enhances employee experience. For example, Digital KYC by AuthBridge digitizes customer onboarding journeys end-to-end with liveness detection, OCR (Optical Character Recognition), and geotagging capabilities, adding speed, scale, and security to the customer onboarding process, irrespective of their geographical location. Additionally, SignDrive,an automated, cloud-based digital signing platform lets you upload, sign, submit and manage documents on a single platform. So, both HRs and candidates enjoy the flexibility and ease of sharing their personal and professional documents online.


Improve HR Efficiency with AI & ML

Every day, HR teams are dealing with newer challenges. They are trying to adapt to tech changes in the market to stay relevant and responsive. The inclusion of automation and technology into hiring processes not only improves efficiency but enables HR stakeholders to take on more strategic roles. Verifying and onboarding talent, instantly, efficiently, and securely using digital platforms with little manual intervention is the key. The use of artificial intelligence and machine learning can ease employee onboarding journeys and attract the right candidate.  To give an example, AuthBridge deploys a powerful AI engine to add speed, efficiency, and safety to its onboarding and verification processes. The real-time data extraction technology enables employees with auto-fill forms that extract name, address, and other data fields from NIDs like PAN card, driving license, Aadhaar card, etc. AI led image recognition technology is built with face match algorithms to instantly verify ID cards like Aadhaar, PAN, etc. protecting against impersonation.

This  enables instant data sourcing and processing to provide prompt verification results and a better candidate experience. Recruiters should also explore automated texting and interactive chatbots to provide multiple candidate touchpoints during the onboarding process.


Adopt ‘Skill’ based Hiring Practices

Because of the pandemic, businesses started moving towards gig hiring, especially after massive downturns and layoffs. The gig economy brought in up to 56% of new employment. (Source:FinancialExpress) We foresee a lot of work being done project-wise, tapping into the global talent pool. So, this segment is likely to contribute significantly to India’s GDP, going forward. Ecosystem enablers like AuthBridge have played a big part in empowering the gig economy to grow to its full potential by providing customisable, tech-enabled solutions for instant and end-to-end verification and onboarding of the gig workforce. Background checks like ID verification, criminal checks have been further digitised with the help of facial recognition and live detection capabilities for real time results. Also, database-driven, real-time checks for validating education, work license and certifications prevent fraudsters from being onboarded in this fast-paced economy.

The move towards need and skill-based hiring will empower domain experts to take up short-term projects in line with their existing work. This trend is only expected to rise in 2022.

The future of HR is fast-evolving. Understanding the trends will prepare organizations to take challenges head-on, hire the best talent, and stay on top of the game in 2022

How is digital transformation driving background checks in India

How is digital transformation driving background checks in India?

Innovative technologies were rapidly adopted at the workplace even before the pandemic hit, enabling businesses to innovate and thrive in an increasingly digital world. But the sudden disruption in 2020 spurred technology growth beyond imagination.

The biggest takeaway from the COVID-19 crisis has been the need for a dynamic and automated model for talent teams. Keeping business continuity and employee well-being at the center, leaders worked on recrafting their HR strategies, right from the hiring policies to remote onboarding, training, and development of their employees.

The impact of COVID-19 continues to challenge human resource functions and has made the use of technology assets and tools for employee background checks a topmost priority. It is clear that the adoption of next-gen, data-driven technologies for employee background checks will be vital to hire deserving, trustworthy, and geographically dispersed candidates faster and protect organisational culture and reputation.

Let us have a look at the top ways in which digital transformation is driving background verification and contributing to a risk-free work environment.

1. Enhances data security of candidate credentials

With rising digitalization, data security becomes a growing issue. Therefore, business leaders globally feel the need for a more agile and scalable IT environment to keep user information safe and secure.

Even the regulators have tightened their noose as background verification has evolved digitally. It has become an intrinsic responsibility of background screening companies to handle data responsibly. AuthBridge, India’s leading provider of cutting-edge verification technology is taking this up with utmost care and strictly adhering to data privacy policies. iBRIDGE, an end to end onboarding platform powered by AuthBridge ensures complete data security in the entire candidate verification and onboarding journey. An automated OTP is sent via SMS/WhatsApp, every time the verified candidate logs in, as an added layer of security. With the help of a user hierarchy based model, HR teams can easily access and manage the smallest detail of the candidate in just no time. Without any manual intervention, chances of document tampering and data loss are considerably reduced.


2. Expands verification reach across geographies

In the aftermath of the pandemic, technology was extensively leveraged to digitize records, conduct a preliminary assessment of candidate information, and automate overall processes.

A rising trend of negative background verification was already concerning when nationwide lockdowns and curfew made it even worse for companies to complete background verification of new hires. To overcome all physical barriers in the way, AuthBridge launched an industry-first digital address verification solution as an alternate mode of address verification. This saves a lot of time, especially when hiring is diverse and geographically spread out.


3. Provides higher-quality background checks

The traditional practices of background verification are known to be error-prone and redundant. Since manual processes involve physical records and extensive documentation, it’s possible to lose track, leading to ineffective onboarding. Usage of tech-led employee background checks will have an impact on the quality of the candidate experience delivered.

By using AI, data analytics, and other new technologies, a more accurate, faster, and more secure background verification can be conducted. To deliver a seamless candidate experience, AuthBridge uses new-gen technologies like OCR, image recognition, liveness detection, etc to give real-time background verification results.


4. Better candidate experience

Using technology, the whole background verification process is automated. The candidates shortlisted for a job position just fill up the relevant details and the same is auto populated on the employee screening platform. iBridge by AuthBridge is an AI-driven, end-to-end, web-based employee onboarding platform for 100% digital experience for the candidate. The InstaForms functionality within iBRIDGE enables candidates to sign on statutory documents like offer letters, NDAs, etc. in real time, sitting in the comfort of their homes. This digital signature feature saves candidate’s time and hassle of signing manual forms one after another. Infact, its digital offer letter generator sends out final offers to shortlisted candidates for digital signing. It’s important to keep your candidates comfortable during the background check process, so ensure they are informed and get as much attention as required.


5. Introduces real-time updates

Background verification checks are essential, but it can also be hard to predict how long they will take. This is where digitalization steps up the game for background screeners. To cite an example, the HR teams can use iBRIDGE to track progress of each background verification case in real time using a data-led dashboard. If they wish to check the status report or documents of the candidate, it is easier to download case reports at any time on the iBRIDGE platform .A daily, weekly or any-timely report can be triggered at any time to an existing HRMS portal with which iBRIDGE is integrated. This means, the HR function will receive timely updates  on all on-going background verification cases. Another striking feature of iBRIDGE is an in-built identity verification layer driven by AI and image recognition capabilities. This enables instant verification of national identities by simply uploading a PAN or VoterID card, along with a selfie

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