Can We Predict the Future of Recruiting?

What’s next for recruiting?  If you were to ask any business what their top challenges are for the future, odds are high that retaining talent and recruiting are on the list. Smart companies know that they are only as good as their best employees, and make it a priority to seek out solutions to find the ‘best of the best’.

Another thing these companies know is that technology will continue to evolve and play an increasingly important role in how they recruit talent. Below are some important changes to business operations I predict are on the horizon:

       Digital is here!

• 20 years ago the resume was just a piece of paper with a collection of data. Today nearly everything about a candidate can be found online, turning the recruiting and hiring process into a nearly 100% digital one. Social media, big data, and other technologies give tremendous insights into the individual job seeker and will become a primary screening method… Video, on demand webcam interviews, online communities, meet-ups and conferences are the way to participate.

       Job seekers want an easy and fast application process!

• How many candidates are you missing out on? Job seekers today know their worth and are aware of the competitive landscape. Opportunity is everywhere and if one employer takes too long to respond or if it’s extremely difficulty to apply, job seekers simply move on to the next job opening. I understand some small employers can’t afford many technology costs, but you need to do your best to make it easy for potential candidates to find you and apply to open jobs. TIP: Make your website attractive, engaging and user-friendly. Respond to applicants right away, and stay in touch throughout the process. Your return could be priceless.

       The key selling point: “Employment Brand”

• Savvy candidates will research you just as much as you research them. They evaluate company “brands” before applying or accepting a job, much like we evaluate consumer products/brands when we shop. A company’s website and social media channels are the top places a job hunter will check out. They want to learn who your company is, where you came from, and most importantly- where you’re headed. If you can’t grab them on the front end; the company with the better messaging may get the ‘best of the best’ first.

       Go after the passive candidates

• Some employers don’t have a shortage of applicants when a job is posted, but are they the right fit? ... This is why we need to become more proactive and resourceful when finding good candidates. Today’s professionals expect employers to search for them using the digital tools I mentioned previously.
• Another fact: The Governance Studies at Brookings report that “Millennials will comprise more than one of three adult Americans by 2020 and 75 percent of the workforce by 2025.” They are savvy and were raised on technology. This generation does not accept the old school or legacy concept of recruiting and work. We as recruiters and hiring managers need to approach them in new ways. This applies especially to “passive candidates”, those who are not seeking a job but will listen or explore new opportunities.

        The sophistication of data analytics

• The use of social media and other digital profiles/platforms has become the norm for candidate search tools and has opened up a much wider talent pool from which recruiters can pull from. Of course digital tools will never replace the human instinct required to identify the right candidates, but the ability to stay abreast of the new technology trends could serve to be your biggest advantage. These new tools and resources will enable you to move beyond the resume, allowing you to find the right candidates and save time, heartache and the big end game—MONEY!

No one knows for certain what the future will bring. But I can tell you one thing when it comes to recruiting: If you’re not finding new ways to evolve and innovate, the ‘best of the best’ will skip over your company and join the competition.