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On this subject, here is an article about 2017 recruiting trends: In a field like talent acquisition, predicting what’s to come is part of the job. To compete for the best talent, recruiters need to keep up with the latest in HR tech advances, as well as the changing ways that candidates look for work. We reached out to some of the top experts in the industry to find out what they think is going to be a game changer in 2017. In no particular order, here are the best talent trend predictions for the coming year:
“I expect to see a greater emphasis on employer branding and an improved candidate experience in 2017.” Kim MacNamara, Business Director, AshleyKateHR
“Even with an improving economy, businesses are still tight around resources. This has had a significant effect on expectations of top of middle leadership level, in particular Directors and VPs.
Directors and VPs in many companies can no longer be focused on being strategic leaders who don’t get involved in the execution and operationalization of work. There simply aren’t enough resources to allow for leaders who don’t ‘roll up their sleeves’ and get a little bit dirty in the work. In other words, companies are looking to hire leaders at those levels who can do both strategy and operational execution.” James Sudakow, Principal, CH Consulting, Inc. and author of Picking the Low Hanging Fruit…And Other Stupid Stuff We Say in the Corporate World
“As candidate engagement becomes even more challenging, due to recruiter spam and an increase in the noise generated by technology itself, I see recruiters who embrace ‘profersonal,’ the genuine mix of professional and personal, and hyperpersonalisation, making candidates feel genuinely appreciated, succeeding where others won’t. Those recruiters who ramp up their use of employee generated content will sky rocket in 2017 because people want to hear the genuine views of their peers over polished and scripted employer branding.“ Katrina Collier, Social Recruiting Expert & Chief Searchologist, The Searchologist
“For 2017, and every year after, this is all you need to know: The robots are coming, and indeed, are already here. Google the phrase “robots taking jobs from humans” and you will see article after article attesting to that fact. Such being the case, any and all job seekers should research their industry and discern how long it will be before automation makes their present day skills obsolete, and in the interim, they should be learning new skills that are less vulnerable to the great robot takeover.
Overall, blue collar workers in the automotive and textile industry who perform repetitive tasks, will be obliterated in the next few years. However, police officers, HVAC technicians, construction workers and plumbers will thrive because robots do not have common sense, don’t handle non-repetitive tasks well and have trouble with pattern recognition. (For example, they can see shapes, but do not always recognize what a cup is or a chair.)
For white collar workers to thrive in this new era, they should be intimately acquainted with the term “intellectual capitalism.” In a nutshell, it’s how you use things like imagination, leadership, problem-solving and other such intangibles to bring value to a company.” Jim Stroud, Senior Director, RPO Recruitment Strategies & Support, Randstad Sourceright
“Recruiters will be looking to fill shorter-term roles/gigs more frequently. Candidates should be open to gigs, especially if the gig is one that will build skills and experience. Recruiting for these types of gigs will necessitate a talent pipeline to fill more roles more quickly. This also means that job seekers need to better manage their online visibility through LinkedIn AND a personal website. This will help recruiters find the candidates.” Hannah Morgan, Job Search and Social Media Strategist, Founder, Career Sherpa.net
“In 2016 we have seen campaigns by larger organisations further digitalise the resourcing process, focusing on candidate experience, application app design, anonymous candidate applications and linking employer brand with the overall recruitment strategy even more.
But what about all the companies where things are working well? What about the smaller companies that want quality candidates that cannot be reached via a fully digitalised app or talent acquisition strategy? In 2017, I foresee that many businesses around the world realise that their focus should be on getting that diverse team in place by designing and implementing their own resourcing path (and not duplicating a competitor’s), shifting focus and making sure that every individual gets the same opportunities, not just following what larger organisations, HR Tech vendors or institutes say. Or at least that is my sincere wish for the coming year.” Nicole Le Maire, Founder of New To HR
“Crowdsourcing will evolve into real-time, two way discussions. Technology platforms now allow an efficient way to promote employees and hiring managers and this is going to become essential to sell your corporate culture to those interested in learning more about you.” Rita VanderWaal, Center of Excellence Channels/Attraction Strategy, Talent Collective
“Recruiting success has evolved—it’s more than just filling reqs. I imagine a future where recruiters see their roles as more than just filling reqs, and even more than Talent Advisors. I see them as trainers and coaches, who are accountable for building hiring manager capability in their organizations. When we talk with top talent leaders, they consistently tell us their goals for 2017 include creating a culture of recruiting…a place where hiring teams feel real accountability for hiring top talent, and regularly engage in outbound sourcing efforts and work hard to improve their candidate experience. Getting hiring teams to engage around this can be a challenge, for sure. Many hiring managers interpret some of our engagement tactics as “passing our work to them”—this is a broken mindset! Top passive talent expects—even demands—engaged hiring managers. Recruiters who can engage and leverage hiring managers, while also building the capabilities of their hiring managers (informal coaching, brown bag lunch-n-learns, training, feedback/metrics sharing, performance reviews), will be the ones who will thrive in 2017 and beyond.” John Vlastelica, Managing Director, Recruiting Toolbox and Co-Founder, Talent42
“The most relevant recruiting trend will be the usage of AI and continued focus on candidate engagement.” Dean Da Costa, SP, TSIS, STL, Strategic Search Technologist, Lockheed Martin
“I believe that piggybacking off 2016 trend that diversity in recruiting will still be a main focus. Most large companies already have diversity and inclusion programs in place. What the data and studies are continuing to show is that diverse teams perform better. Companies that are capitalizing on diversity have shown that not hiding from our differences but highlighting them and working together increased productivity. What I believe we are going to see more of is recruiting technology improving and paving the way to eliminate unconscious bias in the recruiting process from the way job descriptions are written, to using AI and Machine Learning in Applicant Tracking systems to help reduce the unconscious bias.” Jason Vogel, PHR, Experienced Recruiting Sourcing Manager, PwC
“On-trend companies and leaders know that professional and personal growth are inextricably linked. In 2017, we’ll see more and more companies that provide personal and professional development as a core part of their offering to employees. It’s going to be hard to hire without sufficient training budgets and sophisticated training programs—the building blocks that will help individual employees grow inside and outside the office.” Sean Kelly, CEO and co-founder, SnackNation
“1. In 2017 people are going to keep yakking about how robots are going to destroy recruiting. Texting is going to continue to become an ever-more popular tool during the hiring process but email will still rule the roost in terms of first contact.” @animal, Host, The Recruiting Animal Show, RecruitingAnimal.com
“I’ve spoken to many organizations over the past year that have indicated finding qualified talent is a challenge. I believe, in 2017, we will see organizations start to take some new approaches to sourcing candidates. Yes, mobile and social will continue to be popular (and a necessarily part of any recruiting strategy). But in addition, organizations will address the skills gap by partnering with colleges and universities. They will get creative with employee scheduling to ensure that they maximize productivity and keep employees happy. And HR will get actively involved in hiring and engaging contingent workers. Managing a contingent workforce will move up as a priority in 2017.” Sharlyn Lauby, SHRM-SCP, author, writer, speaker, consultant, and president of ITM Group Inc.
“The most relevant recruiting trend in 2017 will be employers’ accelerating movement toward talent acquisition sites and companies that offer an array of technology-based products and services. The days of the single service supplier – no matter how good or inexpensive – are drawing to a close.” Peter Weddle, CEO, TAtech: The Association for Talent Acquisition Solutions
“One of the biggest recruiting stories of 2016 was Microsoft’s acquisition of LinkedIn. This move will continue a long-standing trend of removing middle men from the hiring process by allowing businesses of all sizes to connect directly with potential new hires.” Simon Swords, Founder, Staff Squared
“I predict the biggest recruiting trend for 2017 will be differentiating similarities. The job market is tight and many competitive companies offer similar pay levels and pay elements (incentives, benefits etc.). The most successful recruiters will be able to clearly communicate the differences between cultures, potential and key pay features. The small stuff will make a difference in 2017.” Dan Walter, President and CEO, Performensation
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