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Top 5 Talent Acquisition Trends For 2020

With 2020 coming upon us quickly, it is time to review your talent strategy and determine where you can grow.

Based on ideas shared from my professional network in the talent community, I’d like to share my top 5 talent trends that I believe will be beneficial going into 2020.

5. Privacy and Authenticated Verified Credentialing

Cyber security and privacy are some of the most talked about topics in talent acquisition especially when it comes to using 3rd party vendor solutions. Having worked as an HR tech solution provider we are constantly being tested and questioned about the level of security and candidate privacy – and so we should be!

The latest hot topic in talent tech is surrounding verified information when it comes to credentialing and background checks. Of course, background checking is not something new to talent acquisition, but how can it be done faster, more securely and at the same time maintaining a person’s privacy.

A new platform introduced in 2019, called Work Wolf, is one of the first professional background checking platforms where you own your own data as well as leveraging your profile to make it easier and faster for employers to verify and hire you. Like NEXUS and TSA-Pre-check at customs, get to the front of the line with any institution that needs verified information pertaining to your background.

This platform is decentralized where you own your own data and decide who and when you would like to release the information. Ultimately, you control it and you own it (which is the way it is supposed to be). This is a game changer from the traditional methods of background checking and it gives you the power to carry your information with you anywhere, and you as the candidate has the power to release it to whom you want and when you want. It is definitely leading edge HR tech and it will change the way we verify credentials or background checks in the future.

4. Video Job Descriptions, Video Resumes & Video Interviewing

Yes, video is the next wave of the future in talent acquisition!

We live in a world of video chat, virtual meetings, YouTube, Netflix, and a myriad of video content. Everything is online and video. The use of video has never been more accessible in our personal and work lives. As a matter of fact, people on LinkedIn are posting videos on all kinds of content (So I guess even this post is behind the times using a print…LOL).

Attracting candidates is not something new to talent acquisition, but we certainly need to keep up with the times and be willing to step out of our comfort zones and try video content. The standard job posting in print will slowly be less used and platforms like Indeed will surely want to charge you a premium for video job posting in the future.

Based on research from the ATS Talent Nest, it found that the #2 source for volume of candidates applying and the #3 source for producing high quality candidates came directly from company websites. Indeed was #1 for sourcing quantity of candidates, but was actually #7 for producing high quality recruits. So while job aggregators may want to charge you more for video content, you may want to invest those dollars wisely in your own backyard with your corporate job posting website.

While there may be some compliance issues early on with video job postings it will certainly be the way of the future. Companies like McDonald's have already tested the waters with Instagram job applications and many videographers have already been strongly marketing their services to create video for people’s LinkedIn profiles to strengthen their presence in the marketplace. I think video is here to stay and it is just going to get more creative as times goes on.

3. A.I. for Screening Candidates

When it comes to high volume, continuous flow recruitment, the word “Efficiency” is often used by recruitment teams when processing large volumes of candidates. While some might be wary of A.I. in the recruitment game due to potential challenges with bias or its accuracy in predicting performance and retention it certainly cannot be ignored.

There have been a few leading edge companies (i.e., Ideal, Allyo etc.) in the marketplace that have been trailblazers in helping to create more efficiency at the front end of the recruitment process. As everyone knows A.I. is equipped to process way more candidates than any one recruiter can. Remember, A.I. is not here to replace recruiters, but rather here to make recruiters jobs more efficient.

Whether you like A.I. or not, it is here to stay and through 2020 it is just going to keep getting better. Companies who were early adopters of the technology were smart because they learned how to better leverage the technology and data. These companies learned how to monitor their data of the candidates that were coming into their process and learned how to further strengthen their algorithm. Just like humans, we need to examine our data to ensure we are continually predicting on the job performance and retention. If you are in the high volume game of recruiting then I would suggest giving A.I. a beta test in your company, because it is going to become more valuable to you as time goes on.

2. Identifying & Convert High Potential Candidates “Quickly” (i.e., Talent Pools)

You never ever want to settle for second best in anything so why do it in your recruitment process. The #2 hot button for companies are to be able to identify and convert “Hipo” (i.e, Hipo = High Potential) candidates as quickly as possible. So the question is whether or not talent acquisition teams are well equipped enough to identify these “Hipos” in their recruitment system?

Companies who use validated/benchmarked assessments (e.g., Like the POP from Self Management Group) in their recruitment process have a clearer line of sight for what “Great” looks like in terms of top performers who will be retained. However, the big thing for 2020, is creating Talent Pools that are ranked ordered using science, especially for high volume type roles.

Well positioned companies are going to maximize their resources by building their own talent pools with the candidates that have applied directly to them. Imagine having the ability in a talent acquisition function to draw upon your own proprietary database of candidates for any role across an organization because you’ve already identified what a "top performers" looks like!

Using an assessment in the recruitment process is not just a one and done approach, it can be used to measure and call back upon past candidates for jobs opportunities across the organization. Talent Pools are essentially going to become the biggest and most sought after “Alternative Sourcing” strategy on the market.

What some companies are not realizing is that at their fingertips they have a massive database of candidates sitting in your pipeline if you are using an ATS. If you had previously assessed all of them using a scientific tool to rank order these candidates for all jobs in a company then you would be sitting on the biggest predictive sourcing strategy you could ever imagine.

1. Data Translators

Through 2019, data and data science was certainly applied to many businesses in the talent acquisition community. Many companies had begun to partner with consulting firms or have begun to create their own data science teams to continually analyze their talent data.

One of the biggest gaps in 2019, was being able to take this scientific information and apply it into an executable business strategy. Many enjoyed receiving the data, but not many knew how to adopt it into their talent acquisition strategy. In 2020, you will begin to see the emergence of new roles called “Data Translators”. The sole purpose of these types of people is to be able to tell the story more effectively surrounding the data to a business audience, but also to implement a practical strategy based on the data that can provide a substantial ROI.

Many companies in 2020 have been smarter about becoming more analytically rich in analyzing their data, but in 2020 it will be even more important dissecting this information to translate it into a practical business application. Data translators will be the next big wave of hiring in 2020 through 2025 in the talent space. Many CEO’s have said that acquiring the best talent is the #1 concern for any company because it has a direct correlation with everything the business does to be successful. At the C-Suite they are going to want to see more talent data and how it translates back into impacting their business.

The Best Is Yet To Come

The aforementioned are just but a handful of ideas that can and will help strengthen your business in 2020. Remember, it is not what you can do to become better in your talent strategy, it is what you will do, so make a commitment to strive to be the best!

Best wishes to all in 2020, and keep on acquiring the best talent.

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