Predictions to Recruit The Talent Acquisition
As talent leaders step up to own more in pre- and post-hire metrics, we reached out to some top experts to see what they’re focused on as they plan for recruitment for the next decade.
You’ll have to check for emotional intelligence of a nominee
The ability to show self-knowledge, self-management, social competence and social competency should distinguish the best applicants from those with competencies that can be easily replicated or automated in the next decade. The question becomes: How do recruiters and hiring managers improve their method of recruiting to properly test for EQ?
Although pre-hire tests and behavioral interview questions will continue to serve a function, I believe that greater focus should be put on putting applicants in social environments to be tested for EQ. Expect further interviews over dinner, pre-hire job shadowing and increased virtual reality adoption to position applicants in can work scenarios.
While AI dominates the headlines of the Future of Work, developing your emotional intelligence first is the best way to grow an invaluable skill set. And you’ll even make for a great dinner partner, for what it’s worth.
To engage talent, you would need to take an omnichannel approach
With attention spans on the decline, candidates will increasingly be drawn to credible brands that convey their message in fast and easy to digest conversational formats through video, SMS, and social media.
Recruiters would need to connect with talent, use video and social to attract talent, and real-time communication platforms such as SMS (or WhatsApp for foreign recruiters) to connect talent and move forward the process. Automation can play a major role in helping recruiters manage these platforms efficiently to create a high-touch experience that scales out. With an open rate of 98 percent and an average response rate of 39 percent, brands embracing SMS are winning the war on talent and will continue to win over the next decade Talent Acquisition.
Candidates are pressing for more accountability
I assume that transparency will be the trend for recruiting over the next 5-10 years; transparency in the actual everyday life of the company, transparency in the recruitment process and transparency in what the company actually stands for.
As the talent war continues, the candidates are demanding more and more company knowledge. If a company does not have a video on its website showing the office and actual staff, they are still behind. I assume that complete disclosure would become important in drawing candidates into the daily life of the businesses. It may involve social media with staff showing live videos posted on Twitter, everything that gives people an ‘inside view’ of the actual people and society becomes more and more relevant.
Candidates would also want to learn more and demand a personal touch as the competition gets steeper, so it is necessary to have process transparency. Contact tools and promotions from Lever will help us keep the candidates up-to-date, continuously, and keep them aware of new opportunities as soon as they open within the company.
And lastly, business accountability as a whole will become increasingly relevant in the decision-making process. The principles and mission of an organization should be something candidates are smarter and more assertive in inquiring and investigating. If your website mentions that you believe that you are doing the right thing, but your Glassdoor reviews contradict that, you are losing the talent. Companies will be less likely to mask shortcomings and will be asked to show more and more examples of how their culture is true to their ideals before candidates commit to them.
Creating the best tech stack would offer a competitive advantage to companies
The top trends I believe we’re going to face over the next decade of recruitment are focused on marketing technologies and recruitment. Departments with the highest talent acquisition leverage cutting-edge technologies to streamline processes and optimize recruitment performance. They use data to guide decision making and change capacity requirements. We need to use technology go-to the candidate via social media, enabling interactions to take place via social chatting and interaction through fast videos. Technology must shift when it comes to job advertising. I have seen the rise in programmatic job advertising and promotions that are powered by data.
Conclusion
This will take companies with advanced technologies, advanced screening methods and a strong vision of legitimacy to ring true to the candidates of today. We are more than just looking for a spot to turn up and plug 8-9 hours a day. They’re just finding a house and a mission they can get behind them. A position that also aligns with their goals and a vision for the future Talent Acquisition.
