When you picture the future of recruitment, what do you see? Will you have high-tech recruitment agency software that instantly searches the whole population to find candidates for you? Maybe you’ll have less work as people are replaced by robots. Perhaps, you’ll start recruiting human-like robots.
Of course, no one can perfectly predict the future of recruitment. But, we can make some pretty interesting guesses based on recruitment industry trends.
Future trends in recruitment
Check out the future trends in recruitment. Some things might happen in the near future, while others might happen farther away. Which modern recruitment predictions do you think will happen and which are far-fetched?
1. Resumes are no longer paper
Remember when resumes used to be pieces of paper that applicants had to mail or personally deliver to you? Even now, people email or upload PDFs of their resumes. You can find more and more candidate information online.
People create personal portfolio sites that list their experience and skills. These sites often link to samples of the candidate’s work.
You can also find candidate information on social media sites. People often list their education and job histories on their profiles. You can also learn about their interests and characters.
You might also check online forums for potential candidates. People can show their professional competency through their responses. People might list their professional backgrounds to prove their knowledge.
2. Technology will make better placements
You should already use an applicant tracking system to help record and categorize candidate information. If you don’t, you’re already behind on recruitment technology trends.
In the future, recruiting technology will get even better. The technology will make matching candidates easier and faster. The software will use algorithms to match candidate data to key terms connected to positions. The software will also be able to see trends among candidates who were accepted or rejected by clients.
3. Personal touches will be more important
Technology certainly makes recruiting tasks easier. But as you use more technology, you lose the humanness that people connect with.
You need to use some recruitment innovation to avoid a fully-robotic process. Make sure you use candidate names in correspondence. Try to recall personal details when talking to candidates. You can store notes about topics to discuss in your recruiting software.
You should know by now that social media isn’t going away. In fact, social media targeting is among recruitment trends.
More job seekers are looking for jobs on social media sites. They’re finding jobs on LinkedIn as well as sites that aren’t traditionally used for job searches, such as Facebook, Instagram, and Snapchat. Use social media recruitment strategies to reach out to potential candidates.
You can publish job postings on your social media accounts. Also, you could try using paid ads to target the best people for the positions.
5. Mobile-friendly sites are a must
If you haven’t updated your recruiting website in years, you are long overdue. Having a well-designed website is already a must, and it’s only going to become more important in the future. Your website is how people will find you and learn about your business. Your website reflects your business and the industries you recruit for.
Both clients and candidates must be able to see what you can do for them. The navigation must be simple and the information easy to digest. People shouldn’t have to work hard to understand your website.
The best-recruiting websites are designed for mobile. Not only should it be easy to find information while using a device, but candidates should also be able to apply for jobs from their phones. Recruiters who require applicants to switch to a desktop are going to suffer as people do more web browsing on the go and from the couch.
As more jobs move completely online, more employees will work from home. Workers will be less willing to move for work. You will need to find ways to accommodate remote candidates. This will likely mean more video interviews and working around time zones.
You might also need to convince clients to consider remote candidates. You might need to help clients learn how to interview candidates who live across the country. Workplace culture might not be as important to candidates, so you and your client will have to sell candidates on other job features, such as time off and educational incentives.
7. You need to expand your business
The space for recruiters might get tighter in the future. With more technology, more employers will be able to fill lower-level positions themselves. To survive, you need to diversify your business.
There are many services you can offer that are related to recruiting. For clients, you can offer contract staffing services, onboarding, employee training, or leadership consulting. For candidates, you can add paid job prep and coaching.