What Recruiting Will Look Like in 10 Years | LinkedIn Talent Solutions
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Recruiting and talent acquisition processes will evolve significantly in the next 10 years according to experts. Recruiters will focus more on marketing, community building, and talent advising using big data and technology to identify and source passive candidates. Hiring managers will directly leverage their own networks through social media while recruiters serve as competitive intelligence scouts and help guide business strategies. Privacy concerns may lead companies to delete applicant data after a set period.
What Recruiting Will Look Like in 10 Years | LinkedIn Talent Solutions
- 1. What Recruiting Will Look Like in 10 Years Talent Leaders Weigh In
- 2. "If companies continue to post skills-infested job descriptions, nothing will change. If they begin to filter on performance and potential, they'll open their doors to a more diverse candidate pool – from returning military vets to talented older workers - and attract more top performers. This will go a long way towards ending the U.S. unemployment crisis." Lou Adler CEO The Adler Group Recruiting Will Save US Economy… If We Are Willing to Change
- 3. “10 years from now, the candidate identification game will be over. Technology will mean we can identify and communicate with top talent at the press of a button. That talent will come profiled and assessed. 'Recruiters' 10 years from now will be preoccupied with marketing, PR, community building and employment branding. The 'War for Talent' will be a 'War of Relationship Marketing'.” Matthew Jeffrey Global Head of Talent Strategy & Innovation HR Talent Acquisition SAP UK Ltd The ‘War for Talent’ Will Become the ‘War of Relationship Marketing’
- 4. “Talent Acquisition will be run much more like sales organizations and business partners than HR organizations, with incentives in place beyond just “hires” that measure retention and impact.” Ed Nathanson Head of Talent Acquisition Rapid7 Talent Teams Will Work Like Sales Teams
- 5. "I believe that future hiring teams, rather than relying heavily on recruiters to find them candidates, will better understand the value of their own social networks. They will take more ownership of the hiring process and know how to leverage social media to self-source referral candidates with niche skills, relevant industry experience and a strong match with the company's culture." Stacy Zapar CEO, Tenfold Social Most Connected Woman on LinkedIn Hiring Managers Will Turn Sourcers
- 6. “When LinkedIn hits 3.3 billion profiles, and I believe it will, sourcing will be dead from a name generation sense. Our approach will be purely a mixture of finding passive talent and sorting based on potential, cultural fit, and business need. And the business will routinely expect recruiters to be Talent Advisors.” Rob Dromgoole Recruiting Team Lead National Security Directorate Pacific Northwest National Laboratory Name Generation Will Disappear
- 7. “Due to the changing shape of the workforce, successful recruiting organizations understand that potential candidates will have a unified digital persona. Applications should be frictionless, but the most successful realize the power of mobile also includes the telephone as a phone. Candidates will want to be spoken with. Back to the future once more.” Paul Maxin Global Resourcing Director Unilever Technology – Old and New School - Will Reduce Hiring Friction
- 8. “With so much of our private, personal and professional information online, I believe that there will be a backlash and people will become more guarded about their data. In reaction to privacy concerns, I think US companies will pledge to delete applicant data after a certain length of time.” Jim Stroud Director of Sourcing and Social Strategy Bernard Hodes Group Data Privacy Will Rise To Prominence
- 9. “We will actually lead the Marketing/Communications efforts of our companies.” Chuck Lotz SVP, Talent Acquisition Leader First Citizens Bank Talent Professionals Will Be Marketing Leaders
- 10. “Corporate recruiters will become competitive intelligence to companies. Recruiters will know what is going to happen within competitive companies and talent markets before it happens. They will be a driver of change and help guide our business leaders to make the right decisions in areas beyond recruiting.” Jennifer Boulanger Director, Talent Acquisition Opower Recruiters Will Become Competitive Intelligence Scouts
- 11. “Technology will allow the creation/animation of digital talent communities which will change the way top companies manage talent internally and externally” Gabriele Silva HR Manager - International – Brand & Commercial The Body Shop (L'Oréal Group) Digital ‘Talent Communities’ Will Emerge
- 12. “From a technology perspective, candidates and recruiters will interact through mobile. From a capabilities perspective, we may see fewer full-cycle recruiters and more specialized recruiting functions – from upfront engagement to evaluation and closing.” LJ Brock Vice President Talent Acquisition and Infrastructure Red Hat Recruiting Will Embrace Mobile and Become More Specialized
- 13. “Everyone is talking Big Data these days. Getting the data is just one step. The recruiting organization that figures out how to extract and operationalize the web’s people data in a repeatable, scalable way will define the future of talent acquisition. Cold calls, for example, will vanish. Recruiters will use online data to screen prospects and find introductions. ” Pat Wadors VP Global Talent Organization LinkedIn Big Data Will Eliminate Cold Calls
- 14. Have a prediction of your own? Join the conversation with hashtag #Recruiting10 Follow @HireOnLinkedin for the latest recruiting trends and tips
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