If you're in recruiting, your job will be very different in 4 years — even if you keep the exact same job title. That’s because the role of recruiting itself is evolving.
Is there a way for the future of hiring—even for roles and positions that may not exist yet? How do you prepare for the ups and downs of the economy? How do you even determine the needs of your company five years from now?
The future of Recruiting departments will need to upskill, track new metrics, and adopt new technologies. They will need to take on a more visible, strategic role within the business and will seriously rethink the way they see their job.
So, take a step back and look at how the future of recruitment process is going to shape out and the effects it's going to have.
5 Predictions on how recruiting will be different in 2027
1) Getting serious about diversity and inclusion
The future of recruitment sees many leaders and hiring managers are seeking to have a more inclusive workplace from a social responsibility point of view, but the truth is, diverse teams are also more knowledgeable, perform better and generally have more success than those teams that are more rigid. As leaders, we have a compelling business reason, not just a principled one, to recruit for diversity.
Companies with diverse management teams have 19% higher revenues. Lauren Guilbeaux, People Geek at Culture Amp claimed that traditional key metrics don’t work when we’re thinking about diversity. She referenced the unholistic labeling and numbering each “type” of person. When you put people into traditional boxes, you’re not able to focus on the unique traits that bring together a blend of different perspectives.
2) Why chatbots are the future of recruiting
The future of recruitment sees the use of chatbots getting more popular. Chatbots are certainly nothing new, but lately, these AI-automated software robots are getting smarter and smarter while improving candidate experience. These bots are getting increasingly better at answering job seekers’ questions, pre-screening candidates, scheduling interviews, and more.
43% of candidates never hear back from a company after the first interaction. On the employer’s end, recruiting teams struggle to communicate well and keep their candidates in the loop. High volume recruiting strategy requires communicating and coordinating with thousands of candidates, in addition to a recruiter’s normal screening functions and other daily tasks. Here is where a recruitment chatbot can help.
One of the most useful features of a recruiting chatbot is that they’re available 24/7. Unlike their human counterparts, recruitment AI software doesn’t get tired and is especially useful for global companies, since they're always available for international candidates, regardless of geographic location and time zone.
3) Recruiters will start thinking like marketers
Today, recruitment marketing is a big hit in a lot of companies, in helping them to attract the right job applicants. Recruitment marketing is all about leveraging marketing tactics to find, engage and convert the best talent to your organization.
Whether you are a small business or a large corporation, recruitment marketing can help you make sure that you are reaching the right quality of talent for your job vacancies. By implementing a recruitment marketing strategy, you can get more qualified applicants for your job postings.
4) Candidate experience is now a key recruitment factor
Candidate experience refers to a candidate's overall perception of an organization's recruitment process. This is becoming an important factor in recruitment practices, as it helps to improve the recruitment process. The candidate experience encompasses a candidate's attitude, behaviour, and feelings during the hiring process.
Positive candidate experiences can lead to increased referrals and positive word-of-mouth on social media. On the other hand, negative experiences can have a detrimental effect on the company's reputation.
5) Reliance on social media recruiting grows
As organizations continue to expand their search for top talent, more companies are turning towards social media recruiting as an efficient and effective recruitment method. The utilization of social networks such as LinkedIn, Twitter, and Facebook to research and locate candidates has been growing in recent years, demonstrating that this technology-driven approach is proving successful.
The changes in technology and recruitment automation will make a huge impact on the way we hire. We have to prepare ourselves to witness and embrace the future of hiring. If, as an organization, you fail to grow, adapt and evolve, you will lose the game. It is said that great vision without great people is irrelevant and paying attention to the future of recruitment is the door to getting great people, you have to ace it to win in the marketplace.