HRBP hiring is one of the primary tasks to do when building a new high-performing team these days since they take care of all HR-related issues such as employee benefits, worker conflicts to even HR policies. Even though they are just a part of the HR team, they still work with every other department head and gather information regarding upcoming hiring needs and general requirements for vacant roles. Currently for their hard work towards building a data-driven performing team, an average American HR business partner gets paid $79,653 per annum (Indeed).

Since HR business partners are extremely skilled, that’s why identifying and retaining top talent might be complicated. But, in this blog, we bring you 7 recruitment trends in HRBP hiring that will help you as a recruiter to stay up-to-date.

Remote working trend in HRBP hiring

Ever since the pandemic, people have become more and more accustomed to working from their homes or simply working away from the office. Since the role of an HR business partner can be completely operated from a desk, that’s why more employers are saving costs and hiring employers remotely within the country or from overseas. This not only helps diversify the workforce but also helps gather experienced global talent.

Now the only downside to remote hiring is the communication process. Communication can be hectic over a video call or a messaging platform, but don’t worry! Recruiters can now easily evaluate whether their employees have sufficient communication skills with Testlify. If they don’t have certain communication expertise, quick training can be provided to them regarding preferred online communication procedures and etiquette.

Pro tip: Set weekly or better yet, daily meetings with all your remote employees via video calling software, and make sure that the daily workflow is finishing without any blockers.

Soft skill assessments trend in HRBP hiring

A study by StandOut CV found that on average 55% of Americans have lied on their resumes about their personal skills, job experience, or other details at least once. That’s a shocking number, isn’t it? well, recruiters are becoming aware of these CV manipulations and putting candidates through soft skill assessments to see if they really possess the skills they claim to have.

When hiring HR business partners, recruiters can use these skill tests to quickly determine the eligibility of the candidate:

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Video interview trend in HRBP hiring

This trend is not just about modernization; it’s about establishing a connection with the candidate from day 1. Video interviews bring a personal touch to the remote hiring process. They allow for a real-time exchange, enabling recruiters and candidates to engage in meaningful conversations. The subtle changes in body language, eye contact, and expressions, often lost in traditional phone interviews, come to life on screen. This solidifies the understanding on both sides, making the hiring process more human and insightful.

Moreover, video interviews are a testament to a company’s adaptability and modern approach. They signal to potential HRBPs that the organization values innovation and is in tune with contemporary practices. This not only attracts top talent but also aligns with the expectations of tech-savvy professionals who seek forward-thinking employers.

Data-driven decision-making trend in HRBP hiring

Recruiters can harness the power of data analytics, and be able to sift through a sea of applicants to find those top talents who not only possess the necessary skills but also align perfectly with the company’s culture and values. It’s a strategy that maximizes the chances of a successful hire.

Using a skill assessment platform such as Testlify will make sure that recruiters are getting the best data out of the candidate skill assessments. Without the reporting and analytics tool, data-driven HR business partner hiring becomes impossible. This why we always recommend adding the whole recruitment team to the assessment workspace and making a data-driven decision based on the raw candidate results.

The cultural fit trend in HRBP hiring

The current demand for cultural fit reflects a deeper understanding that skills alone can’t create successful HRBPs. What truly makes them thrive is how well they resonate with the organizational culture and other employees. Do they share the company’s vision for innovation? Can they champion its core values? These questions are now central to the hiring process.

The impact of a strong cultural fit is profound. It breeds engagement, fosters a sense of belonging, and drives productivity. HRBPs who fit well culturally become natural ambassadors of the company’s ethos, playing a crucial role in shaping and maintaining a positive workplace environment. And now with Testlify, it is easier than ever for recruiters to assess HR business partners’ cultural fit.

In-house talent trend in HRBP hiring

Before posting the job advertisement for HRBP hiring, consider looking for talent within the workforce. This will help the company promote in-house talent growth. Recruiters are choosing in-house talent growth because promotions are easier, and faster and it also improves employee retention rates.

Consider notifying eligible candidates earlier about the open position for the HR business partner role and then let them prepare themselves. After the preparation period screen them through an HRBP test on Testlify and see who stands better. Then make the choice with our data-driven reporting and analytics tool.

Professional development in HRBP hiring

Encouraging professional development by providing employees with learning resources such as access to skill development sites or allocating 1 or 2 hours out of their weekly work schedule for upgrading current skills has become a great trend in HR business partner hiring. Employees highly recommend this hiring trend because it helps them stay within a continuous learning process.

With sites such as Linkedin Learning or Coursera, candidates can actually get certificates for the skills that they learn. Testlify also offers candidates skill certificates to showcase in their job applications.

Conclusion

In conclusion, Hiring an HRBP can be easy if you go for a talent assessment platform like Testlify with the updated hiring trends integrated within it. We believe that hiring should always be streamlined to improve both the employee experience and the recruiter experience. Also, remember a well-crafted job description always acts as a foundation in the HRBP hiring process. So, spend a few more minutes and write a job description that only attracts top talent.

Streamline your HR business partners’ hiring process with Testlify: Hire with Facts, not Fiction. Sign up for free now! to get a free trial on us. Want to know more about how we can help your business? Book a 30-minute free demo now.

Frequently asked questions (FAQs)

HRBPs require strong data analytics, communication, and leadership skills, along with adaptability to rapidly changing business environments.

AI streamlines the recruitment process, enhancing efficiency and reducing biases, especially in initial resume screening and candidate assessment.

Diverse HRBP teams bring varied perspectives, fostering a more inclusive workplace culture and better decision-making aligned with EEOC guidelines.

Internal candidates, with their company knowledge and nurtured skills, can effectively transition into HRBP roles, benefiting from continuity and loyalty.

Continuous learning ensures HRBPs stay updated with evolving HR trends and practices, making them more effective and adaptable to new challenges.