3 new interview trends to get employees hired fast

'GO ROGUE': Sixty-three percent of recruiters say their biggest problem is not being able to find enough suitable candidates to fill open positions, according to employment agency company MRINetwork. However, much of that is due to a flaw in the current interview process, according to Shannon Gabriel, VP of leadership solutions at TBM Consulting Group, and it's something she believes can be fixed by letting candidates "go rogue."

"The current interview process is a model that's been built and steeped in tradition that rarely changes," Gabriel says. "You often get short, one-sided answers that are usually already configured based on what a candidate has been trained to do. By letting them 'go rogue,' it's breaking down the barriers and giving applicants an opportunity to treat their interview not as just a process, but rather as a conversation where recruiters want to get to know them."

Can you let your guard down in interviews? Here's how to start: Let interviewees 'go rogue': How conversational interviews can help with recruiting and retention

PRIORITIZE SKILLS-BUILDING: MyPerfectResume surveyed nearly 2,000 Americans, finding that 80% predict 2024 will be the year workers stay with their current employers. But workers will focus on building applicable skills rather than job-shopping. According to MyPerfectResume, 70% believe re-skilling will be necessary, and 72% of survey respondents want their companies to embrace mentorship and coaching programs.

"Companies will hopefully adapt their strategies to meet the needs workers have expressed," says Kellie Hanna, career expert at MyPerfectResume. "This includes allowing remote work options, offering training and development opportunities, and prioritizing employee health and wellness initiatives to prevent burnout."

Want to keep employees satisfied? Here's how to navigate the 'Big Stay': Are workers officially done job-hopping? Why 2024 marks the start of the 'Big Stay'

UNDERSTAND WORKERS' STRENGTHS: Managing a workplace requires being able to adapt your leadership style to a variety of different personalities on a team. Using The Myers-Briggs Type Indicator (MBTI), a personality assessment that looks at four major personality areas, can help leaders know their areas of strength. The test sorts employees into four qualities: Extroversion or introversion (how someone directs and receives energy); sensing or intuition (how someone takes in information); Thinking or feeling (how someone makes decisions); and judging or perceiving (how much structure someone needs). 

"We all have our own way of looking at things — our own particular strengths and needs," says John Hackston, head of thought leadership at The Myers-Briggs Company. "When you put all four areas together, they combine to say something about a whole person. Once you know a little more, you can start to understand yourself better, and obviously more about other people as well."

Want to find out your employees' personality types? Here how to use it to your advantage: How the Myers-Briggs personality assessment can make you a better manager