Recruitment Trends for 2017 and Beyond

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By Mark A. Leon

This year has started out like a bang, Artificial Intelligence and machine learning are tapping their way into the recruitment space, challenges of identifying specialized technical skill sets is still causing sleepless nights, IoT (Internet of Things) talent is one of the fastest growing fields, companies are looking for ways to cut costs becoming less reliant on agencies and big job boards and the need for recruiters with deep technical sourcing skills and an understanding of marketing is the new purple squirrel.

How do we keep up?

Great question!!! Here are some trends and a few tips to should keep very close to heart as we glare into the shiny future of recruitment.  Things are moving fast, so buckle up.

  1. Data can no longer be ignored. It must be collected, scrubbed, analyzed and interpreted so the proper decisions on effective recruitment marketing spend can be made.  Companies are starting to open their eyes and realize how much money they have wasted over the years on traditional post and pray methodologies.  As companies are getting leaner on operational costs, they want to see their return on investment.  The answer lies in “data”.  Good old fashioned numbers and analytics.  Learn what tools are out there, understand how to interpret and communicate results and ensure you are part of the new data driven world of strategic based recruitment.
  1. Recruiters are no longer processors. I do not mean to minimize the life of a full life cycle recruiter.  In the past, this process may have worked well.
  1. Post the role and wait
  2. Review warm candidates
  3. Screen them based on a template pull out key words to determine if a candidate is qualified
  4. Schedule them
  5. Interview
  6. Offer
  7. Process

I imagine that process map sounded familiar to many.

That day is over.  The best talent isn’t waving a giant flag, saying come and get me, nor are they posting their resumes on a job board to gather dust.  Great talent is fluent.  They are constantly growing and thus they aren’t planting their roots anywhere and are harder to find.  You need to learn to become a technical sourcer as well as a process driven recruiter.  Finding the talent themselves of become as difficult if not more than closing the deal.

  1. Stay abreast of new technology. There are hundreds of thousands of tools, apps and extensions that are there to make our lives easier.  From helping find the talent, to finding their common interests to contact information.  They all promise the world. Most do not deliver, but you need to read up on the new technology, test the solutions and determine those that provide you with the most value. Many are free and most offer free trials. Take advantage.
  1. Never lose touch of the human side of recruitment. This is a reminder that all relationships are built on trust, comfort and commonality.  Research your candidates as they will you and your company, find common ground and built a relationship during the candidate experience, so that when it is time for the offer, they already feel like part of the family.
  1. Be a client champion: If you don’t believe in your company, your candidate never well.  Find out what makes you passionate about being there and make sure that comes out with every interaction.
  1. Be vulnerable: Every year after the NCAA March Madness tournament ends, I wait for the infamous “One Shining Moment” video.  It makes me cry.  We make decisions based on emotion.  We are human (at least for now).  Candidates do too.  Share your story with them.  Whether it is a great success or emotional tearjerker, be vulnerable to them.

I am going to stop here.  That isn’t to say there aren’t more trends to share; nor does this mean I won’t do a sequel.  It is just a good time to stop.

Take this to heart.  The function is changing.  Some things remain and some are getting a major facelift.  Determine what you need to do to change with the times.

Good luck

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