5 Exciting Recruiting Trends To Look Out For
Over the last 10 years, the recruiting industry has been radically altered thanks to new tech and shifts in the way we communicate.
In this article, we will look at the latest recruiting trends and see where the industry is headed over the next decade.
1. Data Will Play A Big Role
Every year data becomes easier to collect and analyze. All business functions are using this data to make more informed decisions and improve their processes, and the recruitment industry is no different!
Recruitment companies are relying on data to more accurately build candidate personas, optimize communication methods and find ways to convert candidates to star employees. We expect the use of data to only intensify in the recruitment industry.
Data has the potential to improve the effectiveness of recruitment significantly. For example, a recruitment firm may find that sending direct conversational messages on Instagram is the most effective way to recruit graphic designers.
Another example of data-focused recruiting is determining which communication channels and styles are best for finding prospects.
For example, a recruitment firm may find that sending conversational direct messages on Instagram is the most effective way to recruit graphic designers.
This level of analysis can be extended to determine what type of messages are the most effective, how often they should be sent, and at what time.
The recruitment firms that can not only gather large amounts of data but analyze it will be able to make higher quality decisions than their rivals.
This will lead to these data-driven firms not only hiring more candidates but finding the ones that are a better fit.
2. Specialized Tools
When you think of the recruitment industry, you don’t typically think of tech innovation.
However, over the last few years, companies have begun using various tools, including email search automation, automation, CRM, and more. Some innovative firms have even started producing their very own custom tools.
We expect recruitment companies to continue to innovate and expand their suite of tools to make better decisions and maintain their edge over rivals.
Areas where we expect widespread innovation include database management, AI, and prospect discovery.
This use of innovative tools will completely transform the traditional headhunter structure of recruitment firms.
Recruitment firms will be selling their proprietary tools and collaborating with companies to offer strategic advice on candidate profiles and consult on employee retention and training.
Recruitment firms that try to just find employees for a fee will struggle in this new high-tech environment.
3. Human Role Will Still Be Vital
Even though technology will play an increasingly important role in the recruitment industry, humans are still vital!
Even with AI and automation tools becoming extremely advanced, they are far from accurate enough to replace humans.
At the end of the day, the recruitment industry is still a person-to-person business driven by relationships and emotional cues.
Computers are far from understanding these subtle complexities and therefore are better suited to compiling lists of potential candidates and doing some light sorting.
However, the recruitment process will still require people to analyze and connect with each candidate.
In the next decade, we expect elements of the recruitment process such as search to be automated.
However, other elements requiring human interaction will remain largely unchanged.
The recruitment companies that will thrive in this environment are the ones that can effectively determine which processes can be automated and which ones can’t.
4. Green Recruiting
Green recruiting refers to recruiting that does not negatively impact the environment.
With 65% of candidates stating they want to work with a company that positively impacts the environment, recruitment companies will need to adapt to the needs of candidates.
They will have to start greening their processes to engage with candidates effectively.
This means reducing their reliance on paper by using virtual documents and contracts, implementing recycling, banning plastic in their offices, reducing carbon energy use, and using renewables.
Recruitment companies will have to come up with ways to promote the green initiatives that their clients are undertaking.
For example, if a recruitment company can show their client is undertaking an amazing tree planting initiative, they will have a much easier time recruiting socially conscious Gen Z and Millennial candidates.
We expect numerous recruitment firms to ramp up environmental efforts and also put pressure on their clients to increase their green initiatives.
Recruitment companies that work closely with green firms will have a much easier time attracting world-class candidates as many candidates will immediately cross a country off their list if they are socially conscious.
5. New Pipelines To Find Candidates
The days of simply posting ads on job boards and attending university fairs are over.
If recruitment firms want to find the best candidates, they will need to travel into uncharted territory and expand their pipelines.
Many professionals in the recruitment industry report that job board posting prices are becoming too high.
These prices are not expected to drop anytime soon and will force recruiters to become more resourceful.
You can expect LinkedIn to play an increasingly prominent role in finding recruits.
You can expect recruiters to ramp up their messaging efforts and be active in the search process rather than letting candidates contact them.
Recruiters will also have to get a little creative, and if they want to find truly specialized talent, they will have to send cold emails and direct messages on social media platforms such as Reddit, Instagram, Quora, and Facebook.
While this strategy is slightly risky, the recruiters who can contact candidates via unconventional channels in a natural way will tap into a huge amount of fresh talent.
Conclusion: Predictions For The Recruitment Industry In 2030
The recruiting industry is in an exciting time where lots of change is taking place.
The leading recruitment companies are coming up with new ways to collect and analyze data and deploy state-of-the-art tools such as SignalHire (more can be found here).
While at the same time, they are trying to balance the need for genuine relationship building and increased human interaction.
By the time 2030 rolls around, it will be completely standard for recruiting companies to employ business models that focus on offering in-depth strategic advice based on data rather than one-dimensional headhunting services.
Companies will also expect more from recruitment firms and will look for them to consult on training, candidate personas, retention, cultural fit, and more.
Recruitment companies need to be ready to accept the increased demands from clients while also prepared to operate in a challenging high-tech environment
