Originally Posted on Forbes.com
The last 10 years have seen the recruiting industry rapidly transform as technological tools and an ever-increasing number of communications channels become commonplace. With the door closed on the last decade and us embarking on the next, the recruiting sector’s development shows no signs of slowing.
Whether you are a human resources executive wondering where the industry is heading, a hiring manager assessing potential partners or a recruiter looking to maintain a competitive edge, here are the three trends to keep an eye out for in the coming decade in recruiting:
The Prominence Of Data-Driven Recruiting
More than ever before, recruitment firms are tracking and analyzing their communications with prospects to determine what hiring profiles should look like, how best to reach in-demand talent and what it takes to move sought-after candidates to action. Additionally, as we enter the next decade, the continued evolution of data mining — and the ability to analyze that data — will only continue to expand.
All of this gathered information should be leveraged by recruiters and their partners to hone their recruiting processes. Collected data can power improved accuracy in role specifications to ensure hiring profiles align on critical elements such as compensation and qualifications.
Another example of data-driven recruiting in action is in the analysis of information by hiring teams to inform decisions on which communications channels are most effective at reaching prospects. Depending on the potential candidate’s experience level and location, different approaches will be more productive, and the number of contacts required to move someone from passive to actively interested in a role will be different as well. By leveraging data, recruiters can ensure effective engagement with potential hires, maximizing the acquisition of in-demand talent.
Proprietary Tactics And Tools
In the last decade, companies in the recruiting sector have begun to develop and implement propriety techniques and technological tools to increase recruiting successes. In the next decade, recruitment teams will continue to push and innovate on these proprietary products to secure and retain an edge on the competition. In particular, the use of customized tactics and tools in the areas of database management, automation and prospect engagement will become commonplace.
Proprietary innovation won’t stop with tactics and tools. The fundamental contingent business model is undergoing a reassessment, with innovative businesses creating payment structures that provide greater flexibility and strategic assistance that cannot be matched by old-school fee-for-placement firms. In the next decade, more and more recruiters will depart from being human capital headhunters to creating business models that provide for long-term strategic partnerships between search teams and their clients.
Emphasis On The Human Touch
Especially in the last few years, there has been extensive media coverage and punditry around technology tools like artificial intelligence in recruiting. The desire to automate the search process is admirable but will require immense precision and nuance to execute effectively. One of the challenges facing the implementation of more computerization is that, at its core, the industry is one driven by people, which requires significant emotional intelligence to navigate.
As we look ahead to the next decade, the search and placement sector will continue to find ways to automate parts of the process that do not require significant human interaction. However, the conversation will become increasingly more focused not on how to automate the entire recruiting workflow, but instead on how to automate certain parts of the process to give recruiters more time to spend on the human elements.
What Does 2030 Look Like In Recruiting?
The recruiting industry is in a period of renaissance, with firms across the country attempting to determine how to leverage data and employ cutting-edge technological tools while not losing the human side of the business.
By the end of the next decade, it will be commonplace for recruiting teams to be using business models that enable productive partnerships with clients as opposed to the one-dimensional fee-for-placement contingent models that are commonplace across the industry. Companies will also learn to ask for more out of their search firms, and there will be more and more recruiters who step up to deliver.
Onward, to another decade of innovation and growth!