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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How Recruiters Saved the World

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Recruiters are not expected to end the recession by hiring everyone that is in need of a career, nor are they expected to keep every family out of poverty or a sustained drop in their current lifestyle. What they will do is to identify unmatched, grade A, high level, highly productive talent to help organizations grow and mature to increased levels of success.

Recruiters are superheroes, or perhaps they are heroes. What is the difference between a superhero and a hero? Based on very limited research which entailed my IPad and surveying three friends, a superhero is one that has a supernatural power that is above and beyond the normal realm of folks like us. Therefore, I stand corrected:

Recruiters are heroes.

I know what some of you are saying: “Isn’t that a little extreme!” For those in the space, you are cheering saying “Heck Yeah, we are!” I want to tell you why recruiters stand on the same platform as those that sacrifice their lives each and every day.

I don’t want you to visualize the Olympic podium with a recruiter, firefighter and soldier standing side by side. I want to help you understand the value and importance recruiters play in the lives of others.

Recruiters, like so many of us, find and embrace individual success stories. When an amazing person is matched with an amazing opportunity, it sticks with a recruiter and for some, serves as a form of motivation.

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Here is why this statement of heroism rings true:

  • Recruiters do not define culture but they shape and mold it. The role of a recruiter is not to fill jobs with bodies. It is a misnomer that needs to be put to rest. A truly dedicated recruiter understands the culture of the organization, the core values and mission and identifies individuals that will “fit”. By helping to seek out and usher in the high quality talent that fits in the organization, they are building a foundation for success. The right person will be a long term fit cutting down on onboarding, training and recruiting costs. That is a big part of any company budget.
  • Recruiters are on the front lines. For companies big and small, recruiters are the first person you meet and the person you will spend most of your time with until your start date. Creating a strong first impression in any walk of life is critical to establish comfort, trust and satisfaction.
  • Recruiters care and believe in their company. Employee satisfaction is one thing many areas companies struggle with. How to empower? How to challenge? How to satisfy? Recruiters truly believe in the company and that attitude carries forward in their pursuit of talent.
  • Recruiters evolve – With the landscape of talent acquisition changing with the explosion of social engagement, successful recruiters are continuously learning new skills and resources.
  • Recruiters promote trust. Interviewing for a job is difficult. It is one of the most stressful processes one will undergo in their lives. Having the trusting hand of a stranger is crucial in reducing stress and putting you in comfortable place where you can be yourself and allow your background to shine. Recruiters are nurturing.

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For these and many more reasons, it is clear that recruiters are heroes. As we look back on our “dream” jobs. You know the one that makes you smile each more and feel valued, think about the person that got you in the door and the effort they put in for you. It is a feat not to be taken lightly.