5 Predictions about the future of Recruitment
If you’re in recruiting today, your job will be very different in five years even if you keep the same job.
Please find 5 predictions related to the evolution of our jobs:
1) The Talent Market will Continue to be Candidate-Driven
The “candidate focused” strategy will continue over the next few years. And that means the continued growth of recruitment marketing and inbound recruitment in particular. Candidate experience and the relevance of your employer brand will be more important than before.
Already now, four things are important to me :
- Having a blog, watching, hosting, attending webinars or events are important.
- Improving SEO efforts and company positioning will permit that candidates find you easily.
- Growing a long term candidate strategy to find top talents.
- Social listening and competitive studies are important to analyze and overcome your competitors.
Globally, and particularly in tech fields, there are more openings than qualified candidates to fill them. That means your focus as a recruiter will be 80% of the workforce that’s not actively seeking a new job at the moment. And targeting “passive job seekers” is what will power this continued candidate focus as well as the need for a solid Recruitment Marketing strategy for any company hoping to stay better than competitors.
2) Recruitment Marketing Automation use will Increase
The assistance in spreading employer branding and guiding the candidate experience that automation can provide is essential. More and more specialists are realizing that Recruitment Marketing automation is the way to spread the word. According to Linkedin, it’s estimated that 75% of job seekers research potential employers before even making contact with the company directly, that’s why employer brand is imperative.
The ability to personalize communications, schedule posts in advance, and monitor your social media presence from a unified dashboard are just the top three reasons for implementing a Recruitment Marketing Automation solution.
Personalization lets candidates know that you value them as individuals, scheduled posts tell your audience that you value their time and want them to get the value of your content consistently, and social media monitoring is absolutely essential for engaging with your audience and responding to their questions in a timely manner.
3) AI and other Advanced Analytics Tools will Emerge as key to Recruiting Success
Technologies like Artificial Intelligence, machine learning, and advanced analytics will continue to break into the recruiting world. With the increasing adoption of technology, particularly automation, comes an increasing amount of data. The ability to analyze data will become imperative.
Every new system you put in place will bring with it candidate information from contact details and locations. This pile of data can provide invaluable asset into how to best target future marketing campaigns and improve your workforce and values in your company.
It’s certain that AI-powered analytics that will be capable of extracting all of this data and making it easier for you to make use of these metrics to refine your strategy to better target just the right people, in just the right place, and at just the right time.
4) Better tools and tech will be key to boosting your recruiting team’s performance
According to a survey given by Linkedin and you can see the best ways to improve recruiter performance over the next five years. Most of the people are adding flexible work options and offer training opportunities would be effective but the number one answer is investing in better recruiting tools and technology.
The technology won’t replace recruiters, but it will reduce busywork and save time. For example, video interviewing (with multiple questions) is a simple but good example.
It can help you reduce your recruitment process: one video instead of three contacts with a candidate.
Adding any new technology can lead to challenges in implementation and adoption. Indeed, recruiters should and will have to say what they think about the tools they’ll use.
5) Recruiters will bring more business strategy
Many recruiters still revolve around executing a few simple tasks, like sourcing, interviewing, or closing candidates. It’s one thing to execute a hiring plan, but it’s quite another to design a hiring plan. In the future, companies will ask recruiters to do more. Solving problems, general business management and global thinking will be as important as your daily routine of a recruiter.
Already now, at the highest levels of Talent Acquisition teams, more than 35% come from a role outside of Human resources area. So, they will be able to decide in a better way how and when they are keen to increase the team.
For sure, Businesses will need recruiters who do more: to engage passive candidates, to analyze talent data and ready to think globally, being master in new technologies to perform in the future.