Automation, strategic planning, and better integration with company objectives will all be part of the future of recruiting. However, not everything in the future will be technologically focused.
Recruiting entails more than just hiring for the next position, quarter, or year. You must think about emerging recruitment trends that haven’t yet impacted your organisation. A successful recruitment strategy should address current needs while also being adaptable to future ones.
Is it possible to hire for the future, even for roles and responsibilities that do not yet exist? How do you even forecast your company’s needs in five or ten years?
Your next competitive advantage may not be in your next hiring strategy, but rather in the framework you create now that will shape your future talent acquisition and recruiting strategy.
So, take a step back and consider what’s on the horizon in terms of recruiting:
1) Emphasis on Diversification
Companies are emphasising diversity, equity, and inclusion more than ever before, whether by bringing in a dedicated diversity team member or making it a hiring priority in general.
2) Processes Have Been Modernized
Since the workplace has gone virtual, traditional recruiting has changed dramatically, and face-to-face interactions are no longer an essential part of the process. Companies will continue to streamline and update their practises to account for current circumstances—and to prepare for a future in which in-person events may be scarce.
3) Job Boards and Recommendations
You can only expand your network so far and send so many InMail messages.
One type of outreach, like any other form of marketing, will rarely suffice. It takes several attempts at contact and postings. To engage the best candidates with your open opportunities, your team must use a variety of channels and approaches. One effective way to reach out to job seekers is through career and network boards.
4) Using Machine Learning to Combat Bias
Approximately 60% of managers make a decision on a candidate within 15 minutes; more experienced managers make a decision even faster.
Each manager is likely to be more biassed than they realise. Multiple interviewers can help to balance out any unconscious discrimination, but using more objective methods, such as machine learning, improves results.
Machine learning, like artificial intelligence assessments, identifies people with profiles and skills that you might otherwise overlook. It more easily avoids biases and focuses on the skills that are truly important.
Machine learning can also aid in the fight against bias in other ways. Textio, a company that provides an augmented writing platform, assists businesses in writing more inclusively in their hiring and employer brand content.
5) International Recruiting
The skills gap in the United States is a multibillion-dollar issue. According to a Deloitte study, there will be a massive skills gap between 2018 and 2028, potentially leaving over 2 million jobs unfilled.
However, because so many workers have gone remote, businesses are realising that they are not limited to local talent—they can hire from anywhere, which greatly increases the ability to source the skills you require.
What Is the Future of Your Recruiting?
Your company’s recruiting efforts will have a significant impact in the near future, and the list of responsibilities is growing.
Your senior management will expect high-level analysis on all functions, including recruiting and human resources. You will need to account not only for your next phone call, but also for the rate of retention, success, and candidate experience. Your future recruiting efforts must integrate your company’s business objectives and be tied to its overall mission, especially as employer branding becomes more important to candidates.
What about your recruiting technology stack? The tools you’ll need will be more advanced.
However, the benefits should be enormous—imagine simplified screening, candidate relationship management platforms, and other AI tools to identify the best candidates.
The most effective recruiting teams are agile and adaptable.
How can your team participate in these changes right now?
Is your team adaptable?
How can you test your processes and methodologies in order to anticipate future changes?