The Recruiter of the Future

Anyone who has been in the recruiting biz for at least a decade, (heck, maybe even five years) you know that the game has totally changed. I mean, the core of recruiting is the same, but the tools and tech are evolving rapidly, the competition is getting fierce and a lot of the traditional recruiter job reqs have made the recruiting profession far more versatile. The changes are only going to keep coming too. Recruiting as a profession is evolving, and here’s what I think it’s going to look like in the not too distant future… Part-Time Employer Brand Consultant Yeah, we’ve heard a lot about the importance of employer branding, but not a lot of action seems to be transpiring out of all of it. Currently, 71% of employees say obtaining an adequate budget is their number 1 challenge in managing an employer brand. I see that changing.Employers are going to wise up to the importance of their street cred as a great, or horrible place to work, and they’re going to start making investments. “In developing and managing an employer brand, the critical aspect would be the development of “Employee Value Proposition.” Employee Value Proposition speaks about the direct and indirect benefits of working with the brand. It also speaks about the core aspects of the association.”- Dr. Sandeep K. Krishnan, associate director at people business. With 52% of employers placing talent attraction and retention at the top of their to-do lists, the utra-effective, employer brand is going to see rising popularity, very soon. Marketing + Recruiting Sittin’ in a Tree Again, as of late I’ve seen a lot of talk about the innovative recruiting power that marketing can bring to the table; yet, only 18% of marketing departments are responsible for the employer brand strategy. Content, social media, brand ambassadorship, curb appeal; all things that recruiting needs, and marketing has been there, done that. The (successful) recruiting teams of the future will be working hand-in-hand with marketing, implementing all the strategies that marketing has already mastered. “Let’s face it. HR has always been risk averse — both for legal reasons as well as the mentality of needing to ‘follow the pack.’ Differentiation for Recruiting, like Marketing, is the heart of competition. By placing Recruiting under Marketing, it would strengthen its ability to become truly strategic. There is also an opportunity for synergy between the two in a way that would not occur if Recruiting continued to report to HR.”-Human Resources Expert, Jacque Vilet. Mobile Obsessed As HR and leadership analyst, Josh Bersin put it, “Mobile is the platform, not a platform.” Every HR department wants to acquire the software that people are using, and they’re sure as heck using mobile. We’re going to find out really quickly, exactly what happens to companies that have a weak, or no mobile strategy. 72% of active candidates use their mobile device to view a company’s career site. It seems pretty common sense that they are also going to want to look at job listings and even apply on that same device. Perhaps it’s not as common sense as I thought –only 20% of companies have mobile optimized career sites. This is a disconnect that will very quickly separate the optimized from the non-optimized. They’ll All Be Stars This is going to sound far-fetched, but recruiting is kind of getting its sexy back (if it every really had it…). Seriously, they even have their own reality show! Recruiting is getting competitive, exciting and very tech driven. Leaders in the space like Dr. John Sullivan have known it all along though: “Research has shown that recruiting ranks No. 1, with the greatest bottom-line business impact on revenue and profit of any talent management function. Just like in sports, it is obvious to almost everyone that you are making a difference when you successfully recruit top talent into the organization.” The future of recruiting is looking bright, and I’m pretty psyched to be a part of it. Recruiting has come a long way from the Rolodex and the spreadsheet, and I can’t wait to see how much farther it’s going. Leave us a comment below and tell us what you see the future of recruiting looking like.