It’s easy to get caught up in metrics like time-to-fill, sourcing strategies, and headcount targets. But at the heart of every recruitment process is a human being – someone making a decision that could change their life. That’s why the candidate experience isn’t a “nice to have.” It’s a business-critical part of Talent Acquisition, and one that can make or break your ability to attract top talent.
The expectations of a TA Advisor, Sourcing Specialist or Leader has shifted drastically in the last decade. Much has been written and said about this by many, but like the shift from Recruitment to Talent Acquisition, the shift from Talent Acquisition to a Talent Advisory function is real and happening quickly.
Roughly one year ago, I created a model for reorganizing a recruiting function. I did this in response to the need organizations have to recruit hard-to-find, high-quality talent and their poor performance in doing that. Today’s recruitment functions act too slowly and often lack knowledge about the business and the skills needed. They have a…
I’ve looked into my crystal ball to come up with the predictions that no one else is making yet about 2022. I may be 100% right or 100% wrong – have a read and you be the judge. 1. The “great resignation” does not occur It’s a myth. There’s some “shock and awe” about it…
Well hello there, Twitters! It’s that time of year where we prepare for our year ahead, and start getting bombarded with 2022 recruitment predictions, trends and forecasts! Not sure about you, but some things are putting the fear of god into me. Some trends are fun, but some are seriously depressing (aka … ongoing talent…
Unless you have been under a rock, you will either be receiving countless approaches or seeing your LinkedIn feed overloaded with recruiter jobs. The shortage isn’t news. There have been posts about the 14k recruiter jobs being posted on LinkedIn in the US, in the first few days of the year, or the 4600 posted…
HI HELLO HEYYYYYY! It’s the year 2022 and the ‘This Week In Talent’ (TWIT) segment is kicking off again. WELCOME BACK! You’re feeling rested, rejuvenated, relaxed and READY to take on whatever this new year throws at us (which … so far, is looking similar to last year. Yikes). My golly gosh I had a…
This is my attempt to make sense of the trends we see and identify which will have the largest impact. I am adding two things to this year’s forecast. First, I am rating the likelihood that each of my predictions will happen, and I have included a few that I think are very unlikely to…
Each year I make predictions for what will impact recruiting and H.R. It is always a challenge to look at the myriad of trends and technologies that change what we do and choose the ones that make a difference. Last year I made five predictions for recruiting in 2021. I have commented and rated myself…
Each year I make predictions for what will impact recruiting and H.R. It is always a challenge to look at the myriad of trends and technologies that change what we do and choose the ones that make a difference.
Last year I made five predictions for recruiting in 2021. I have commented and rated myself on each one below. Let me know what you think.
The first prediction was that almost everything in recruiting would be automated. While that “almost everything’ was stretching it a bit, 2021 did see growth in the tools and the applications of artificial intelligence to recruiting. Many A.I. applications are built into ATSs and other tools but many recruiters don’t realize that. Chatbots, for example, use A.I. and have become very common on career sites. Candidate sourcing tools such as Hiretual also use A.I. The list got a lot larger in 2021. Another positive change was that more recruiters understand and appreciate how these tools can expedite activities such as screening and assessing candidates, taking over routine admin tasks such as scheduling and answering questions, and providing new hires with onboarding. So I give myself 75% on this one.
My second prediction was that RPO would continue to grow and take over much of corporate recruiting. According to Grandview Research, the global recruitment process outsourcing market size was valued at USD 5.48 billion in 2019 and is expected to grow at a compound annual growth rate (CAGR) of 18.5% from 2020 to 2027. RPOs also assumed more of the recruiting of white-collar and technical employees. More firms are choosing to outsource at least some of their recruiting to RPOs, and many have outsourced everything except university and executive recruitment. While corporate recruiting functions may not have automated as much as I had predicted, RPOs grew partially due to their investments in automation and talent intelligence. I give myself 100% on this prediction.
My third prediction that a new role of Talent Architect would emerge fell short, unfortunately. I still hope that more recruiting functions will expand to encompass internal mobility, employee development, and play a bigger strategic role in helping organizations decide whether to hire a permanent or gig worker. Even though many recruiting functions include internal candidates and talk about internal mobility, the process is primarily administrative. Very few recruiting functions have a strategic role in determining policy or in increasing the number of employees who can move internally through skills development or career planning. I can only give myself a 30% of this one.
My fourth prediction that internal mobility and employee development are becoming central to how organizations operate is coming true. H.R. is heavily involved in retention efforts that include helping current employees move internally and providing the training they need to do so. But as I said above, most talent functions are not yet deeply involved in this process and do not have strategic oversight or responsibility for it. 100% on this one.
The last prediction was that work would become hybrid is happening. With every surge in coronavirus, it is more unlikely that masses of employees will return to an 8-5 workday. Many will continue to work remotely, and others will spend a few days a month in the office. 100% on this one.
My overall average was only 81%. Better than chance but not as good as I had hoped.
This post originally appeared in the Future of Talent Weekly Newsletter and has been republished here with permission.
Cover image: Shutterstock
