What will the future of recruiting look like?

Denise Martinez Corporate Recruiting, Market Trends

Recruiting is evolving quickly. New technology is changing the recruiting environment; not only with sophisticated applicant tracking systems, but through consumer-driven technology as well. As a result, recruiters need to be on the cutting edge to remain competitive. While recruiters talk about trends all the time, we need to be looking even further into the future. Trends advance so quickly that we are often behind the times as soon as we’ve identified them. Here are the next next trends to keep an eye out for in the recruiting space:

No more resumes
It might be tough for many recruiters to admit, but resumes will fall by the wayside, according to Ere.net. As companies develop stronger social and mobile recruiting strategies, resumes will no longer be as effective as a means for gaining information about a candidate. When applying from a phone, it can be difficult to attach a resume. If you require everyone to submit a resume, you might be turning away some candidates. Moreover, the relevant skills for tomorrow’s workforce may not be quantifiable in resume form. Networks and social reach and other metrics may take the forefront.

Hiring always
Right now recruiters tend to fill open positions. With limited time it’s hard to find the right person for the job. It often means finding a warm body to fill a need when, if given more time, you might be able to find the perfect fit. Recruiters need to see attributes that make a good fit at their companies and always be on the lookout for these features, whether or not there is an opening available. Our thought leaders talked about this somewhat in our webinar, “Recruiting for Social Causes.” Catherine Pajic, Global Recruiter at the National Democratic Institute, discussed tagging candidates with relevant experience so they could be located at a later date. Don’t less awesome talent pass you by just because there’s nothing available. Keep them on your radar.

Video
According to ERE.net, video accounts for 50 percent of all mobile traffic. As mobile recruiting gets underway, recruiting teams will need to think more about video. It will become a significant part of employer branding and even job posts. Video is an excellent way to share information in a way that allows viewers to take home the message. According to Digital Sherpa, the brain processes visual information 60,000 times faster than text. In an increasingly competitive environment, the companies that are able to communicate their value will be the ones that take home the best talent.

Personalization
In the marketing world, personalization is nearly ubiquitous. Now that companies have platforms that enable marketing departments to harness and use customer data, they are able to reach out with more effective messaging. By and large, recruiters have yet to adopt this strategy. Candidates with in demand skills will expect a more tailored approach from recruiters. In some cases, companies may begin to design positions based on individuals, rather than attempting to fit candidates into pre-existing positions.

The freelance economy
According to a study from Freelancers Union and Elance, 34 percent of the U.S. workforce is currently engaged in freelance work, and that number is only expected to grow. But it’s not just the fact that people are freelancing that’s important, the move represents a shift. Even candidates pursuing full-time work see flexibility as desirable, and this is something that workplaces will need to keep in mind.

The best defense against falling behind the times is to invest in the best recruiting tools, like applicant tracking software that enables your team to easily engage in mobile and social recruiting.

Jobscience | Beyond the Applicant Tracking System

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