Recruitment and HR predictions for 2020

3 min read

This list of 4 changes expected to happen in 2020 will help to guide your talent acquisition strategy.

What trends should you focus on in your talent acquisition planning for 2020? Check out our 4 main predictions that will help you prepare!


1. RPO will continue to grow in popularity

With fluctuating hiring requirements that are typical for growing companies, having an in-house TA team is not always enough to meet the needs of the business. When the hiring needs go above the capacity of the TA team, the business are forced to either:

  • Slow down their hiring which will result in the slowdown of the overall growth

  • Increase the size of the internal TA team and/or partner with recruitment agencies

  • Outsource the process

The third option has been growing in popularity in recent years and is now at its peak. As RPO offers cost-saving, flexible solutions that can be scaled up and down when needed, it tends to generate higher return on investment than the other models. In 2020, we will see even more companies outsourcing their recruitment processes with the aim of continuing their growth while keeping the costs at bay.


2. Matching technologies

Technology has been changing the shape of recruitment world for the past few years and right now it seems to be going towards matching technologies. 2020 will be all about improving and utilizing candidate and job matching systems. The recruitment world might soon start looking more like online dating where the best match is calculated based on algorithm. 


3. Big data driving strategies 

HR analytics is another trend that’s been around for a while and this year it is big data that will shape hiring strategies. Most companies today are fluent at reading and collecting stats on their TA and HR activities, they can rely on this quantitative data rather than on opinions or assumptions when deciding what to invest in in the upcoming year. The size of investment into job boards, third party suppliers, recruitment marketing and other aspects of TA strategy will be determined based on their performance in the past and statistical predictions. Data will inform all aspects of HR: from how to attract, engage to how to retain or offboard talent. 


4. Purpose and experience at the center of employer branding

As talent pools are drying out and the war for talent is at its peak, it is not a surprise that the salaries, especially in the most in-demand disciplines, will continue to increase. Along with the salaries, employer branding is also advancing and the focus is placed on the candidate experience. In the upcoming year, talent acquisition strategies will become even more aligned with candidates values. It will become the norm to use the purpose (of the company), as a central point of employer branding and in the development and execution of recruitment campaigns.




HR and recruitment has been evolving quickly in the face of the talent war and technological advancements. In 2020, organisations that collect and act on data, understand the value of employer branding, utilize new technologies and outsource when required, are going to be ahead of the curve when it comes to recruitment.

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