Workplace Changes in 2020 & Hiring Trends
As workplaces undergo a rapid transformation, there has been a key impact on recruiting and hiring processes. There is a growing quest among employers to find candidates in a highly competitive labor market that perfectly (or at least suitably) fit their job roles.
For instance, employers are incorporating technology to decrease the time required to hire and have put together seamless and applicant-friendly hiring practices.
Recent research on employment screening reveals that almost 32% of employers have installed mobile-friendly applications and put forth screening processes to ensure a sense of ease to the applicants.
With a dearth of labor, companies are always searching for fresh ways to discover talent, which also includes hiring new non-traditional employees like temporary and contract workers.
However, such practices and policies give birth to important legal questions and require up-to-date laws to guard workers and create a road map for employers. Let us look at what employers must ensure in 2020 to stay in sync with the changing trends.
Diving into the World of AI and Biometrics
Surveys have shown that almost 25% of human resources professionals say that they presume that artificial intelligence will bring about incredible benefits to the recruiting space.
By now, many organizations can be seen deploying AI tools to handle recruitment. For instance, there are video interview platforms that make use of AI to analyze a potential employee’s facial expressions and evaluate how they put forth the answers to the questions asked.
Video interview platforms on the market, for example, use AI to evaluate a job seeker’s facial expressions and how they answer questions during a recorded interview. Such AI tools then suggest the applicants the organization must consider for the job role.
Up next, employers have also been seen using biometrics which involves fingerprints and facial features scanning.
With the Biometric Information Privacy Act in place, Illinois is clearly a leader. Such laws assist in guiding not only the collection but also the use of the data. Recently, Washington and Texas have put forward their own biometric laws, and according to the National Law Review, it is expected that more and more states will join the biometric bandwagon.
The recruiting trends in 2020 demand employers to not only track fresh AI and biometrics laws but also remain vigilant as they execute such AI solutions and construct alternatives for applicants who intend to withdraw.
Just as employers are required to be cautious with information relating to biometrics, they are also obliged to pay further attention to other personal data they accumulate, as the states have already started rolling out laws related to data privacy.
For instance, employers in New York are required to abide by the Stop Hacks and Improve Electronic Data Security Act, or SHIELD Act, which necessitates companies that employ residents from New York to take steps to protect their private information. However, the law shall take effect on March 21st, 2020.
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Classification of Workers
It is estimated that the gig economy will only proceed to expand in 2020 as employers look for independent contractors to discover eligible talent according to current needs. Workplace Changes in 2020 are taking us by surprise.
According to a survey by BCG Henderson Institute which was executed in partnership with Harvard Business School’s Managing the Future of Work initiative revealed that almost 40% of corporate executives reckon that freelancers will take up a larger share of their company’s employees by the end of 2023.
To guard the rights of independent contractors and freelancers, major states like California, New Jersey, and New York have already set-up new laws. To sum up, as the new decade blooms, employers are required to be attentive about not only brand new tools but also most recent compliance practices.