The Increasing Thirst For Talent On The Future Landscape Of Talent Recruitment

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How will digitalisation and the increasing thirst for talent influence the future landscape of talent recruitment? It’s time to turn the attention to five potential trends of the future.

Trend 1: Power continues to float towards the candidate

According to research, 83% of recruiters currently think the power in recruitment has shifted from the employer to the candidate. Furthermore, this shift is expected to continue in the future and therefore shape how recruitment works.

The candidate-driven marketplace means the “active-recruiting approach” becomes obsolete. Instead, recruiting must become better equipped of selling the job to candidates and emphasise the recruitment experience.

As mentioned above, the shift of attracting potential candidates earlier has already started. University and school recruitments are becoming key part of selling the organisation to candidates, who are asking “Why should I work for you?” This means recruitment must focus on not what is required from the candidate, but what the candidate can gain from the organisation and the role.

It’s also likely the recruitment market must focus more on personalisation of the process. Just like executive recruitment is currently tailored to provide the candidate with a unique experience, graduate recruitment is likely to become more customised as well.

Companies also need to solve the issue of the ‘passive candidate’. These are the candidates who are not actively looking for a job (the first job/a new job/a change of jobs), but who are open to ideas. Instead of waiting for the talent to come to the organisation, organisations must be more active in getting to the talent.

Since the demographics in many Western countries are changing, younger workforce represent...

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...% from application, while career sites tend to take 55 days. Employees through referrals also stay on longer. Since the benefits of referral hires are so strong, the trend is more likely upwards rather than downwards.

The bottom line

Digitalisation has already impacted talent recruitment and the different applications of technology are likely to continue affecting the recruitment landscape. Whilst recruiters need to adjust new ways of looking at the hiring process, some practices are going to continue to stay at the forefront of talent acquisition. Attracting younger talent, implementing Bi Data analytics and the use of mobile phones are challenges recruiters must prepare to. On the other hand, referrals and the importance of focusing on candidate personality and fit, rather than just pure skill set, will continue to be at the centre of the talent recruitment game.

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