How the role of a recruiter will continue to change
Recruiting today is almost unrecognizable from a decade ago. Job markets continue to develop and change, such as the growth of the gig economy, cultural shifts involving inclusion and diversity have added a new dimension of pressure and advances in technology and the use of data have completely revolutionised how we target, attract and secure talent.
It certainly places recruiters today in a dynamic working environment and there is no doubt that the pressures to succeed is immense. Indeed, many would argue that the role of a recruiter is one of the fastest changing job roles out there.
Plus, it doesn’t look like changing or getting simpler anytime soon.
So, how will the role of a recruiter continue to change?
We are just at the beginning of the technological changes in recruiting:
Even if we think back just five years ago applicant tracking systems (ATS) were the height of technological sophistication in recruiting. Now, we are at the brink of some of the biggest technology advances in recruiting to assist in sourcing, attracting, engaging and retaining top talent. Artificial intelligence (AI), chatbots, algorithms, block chains and candidate engagement tools are only the tip of the iceberg and will form the basis of the future of recruiting. A recent study by Deloitte highlights that 41% of HR leaders say they have fully implemented or made important progress in artificial intelligence technologies already. Not only do these tools help recruiters become more productive, but they also improve talent acquisition through providing a consistent candidate experience, eliminate human error and remove unconscious bias. Ultimately, those recruiters that embrace the technological changes ahead will gain a competitive advantage.
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Recruiting and talent management is becoming more complicated:
Recent labour market figures show it is at its strongest for decades and there is no reason to believe this will change in the future. The impact of this will be a continuing shrinking pool of job seekers and when you add to this the fact that so many candidates are passive and in the fortunate position of being able to be highly selective, recruiting and talent management is only going to become more challenging. A recruiter’s role will become more and more about branding and marketing and in order to attract top talent they will have to become masters of sourcing, evaluating and securing candidates. This will place the candidate experience as a key priority for recruiters and will ultimately influence survival and success.
Metrics will inform everything, and strategic responsibilities will increase:
More and more recruiters are having to prove their tangible business value through metrics; this will not change.m Accountability will be imperative, and this new metrics-focused approach might feel to some recruiters like a move away from the people element of recruiting. A move towards metric-centric recruiting will be joined by the need for recruiters to take on more strategic responsibilities in the areas of onboarding, employer branding and employee retention. The simple reality of any job is that new roles and responsibilities are always being added or shifted however, for recruiters it has always required extra effort to stay ahead of the game. This is not going to change and overall, recruiters will need to remain agile and embrace the evolving responsibilities, methods and technologies so they can become a recruiter of the future.