This Week in Talent: It’s time for TA to address the issue of bad bosses when talking to hiring managers, prioritising annual leave based on seniority, 3 keys to building an agile and efficient recruiting function, the “Rage Applying” problem, 30% of hours currently worked could be automated by 2030, where Employer Branding is heading, and more!
New year, new TA you! Or at least that’s the vibe we’re picking up on in January. Kevin Wheeler has shared what he believes to be the top trends that will impact TA in 2024, We spoke to Talent Leaders on what their top priorities are for 2024, here’s what they told us. Future Workforce…
Hey all! Welcome to mid-August – time is flyyyyying out the door and things are still moving at rapid speed. Hope you’re all trying to find time to pause this week and just take a deep breath. I’ve been having to do a few of these moments in the last week. My oldest went off…
We all know that to get ahead in any role you need to continuously hone your skills. But Talent Acquisition is an ever-evolving function; over the past 3 years the priorities, skills-gaps, and market trends have shifted dramatically, making it difficult to predict which areas and skillsets would be best to invest time and resource…
Team – a massive hello from me, Jess Gibson-Jones! I’ll be your friendly neighbourhood TWIT editor this month. For those who aren’t acquainted, I’m the Global Head of Talent Sourcing for Toll Group, the founder of the Talent Sourcing Collective, and a passionate advocate of recruitment tech. I can’t wait to share all of the…
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…
We have been bombarded for a decade with news reports, articles, stories, and books about the looming shortages of talent that are about to overwhelm our industries, businesses, and economies. The pandemic has seemed, on the surface, to exacerbate this because many people have left their former occupations to try new things or have dropped…
We all know that recruiting will not look like it does now in 10 years. But what will it be like? Which skills will be useful and which ones will be obsolete? After several generations of more powerful machine learning tools and neural networks are developed, computers will be able to speak at a level…
We all know that recruiting will not look like it does now in 10 years. But what will it be like?
Which skills will be useful and which ones will be obsolete? After several generations of more powerful machine learning tools and neural networks are developed, computers will be able to speak at a level where humans cannot tell if they are speaking to a machine or a human.
They will have vastly increased knowledge of human social behavior after years spent analysing social media and online interaction. They will have analysed vast amounts of data and be highly skilled in narrow areas of expertise. Their power will be integrated into programs and apps, guiding the user at each step.
While human judgement will still be valued and necessary, many of the other traditional duties of the recruiting profession will likely be replaced with automated tools.
Scenarios are useful tools for thinking out of the box, for challenging us to think about what possible things might happen so that we can prepare for any eventuality. Some scenarios are very “out there” and may never be reality. But by thinking of these wild possibilities, we shed light on what elements of the them could happen and what we would do if they did.
The real value of scenarios is helping us make contingency plans and helping us psychologically come to grips with an emerging future.
I have sketched out four scenarios for recruiting in 2029. What do you think? Which one is most likely to happen? How do you react to these? How would you change your behaviour if any of them were to come true? Please leave your comments, vote for the most likely one, and leave your ideas for other scenarios.
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Computer, artificial intelligence, machine learning and blockchain will have automated recruiting. Hiring managers will not need recruiters, as they will have access to powerful apps that will do everything from creating job requirements to sourcing, screening, to assessing and recommending an appropriate salary. They will also communicate with candidates and, by using personality screening, engage them in ways guaranteed to interest them. With access to corporate data, strategic plans and other business data, these automated systems would help decide which positions should be permanent, contracted, or part-time.
Candidates also have access to automated tools that locate potential opening for them, assess them for those positions using the candidate’s social media and offering them self- assessments. Apps will analyse corporate financial data to ensure that a firm is stable. They will also help match personal and career aspirations to the position. These apps interact with the corporate apps and together they recommend position and candidates.
Computer, artificial intelligence, machine learning and blockchain will augment recruiting. Hiring managers will need only brief interaction with a recruiter as they will get advice from online tools and apps. Recruiters will remain essential to hiring success as they will need to engage candidates, understand and overcome objections, and close on offers. While the computers will help identify job requirements and offer advice on selection, the recruiter will still make final decisions along with the hiring manager.
Candidates will use apps for access to more in-depth information about the company, its strategic and financial goals and possible career opportunities. Tools such as Glassdoor will have evolved to be able to predict whether or not a candidate would be happy in that organisation based on their personality and company knowledge.
Hiring managers will be offered a series of self-help apps that can give them some independence from recruiters. For example, they could choose to use an apps to help them create job requirements and give them advice on where to advertise the job. Another app might provide candidate assessment and rank candidates for the hiring manager. Still other apps could create offers and suggest salaries. But whatever apps they choose, they will still require a recruiter for advice and to do certain things such as interview candidates and close them.
Candidates will also have access to these self-service apps and use them to locate ideal positions that match their skills, personality and values. The apps would provide comparisons of various similar jobs and provides pros and cons about each one depending on the company reputation and Glassdoor reviews, the candidates values and skills, and, when available, the reputation and personality profile of the hiring manager.
Because automation has progressed so far, there is no need for anyone with the traditional recruiter skill set. Sourcing is automated as is matching, screening, assessment and all the administrative duties. A new job has emerged which is a Talent Concierge, a person who engages candidates, closes them and provides career guidance.
This person also influences and guides hiring managers using analytics and big data to help shape opinions. The Talent Concierge also has coaching skills and does high-level quality control and troubleshooting of the automated systems. Talent Concierges may also guide candidates and provide advice and career coaching.
Cover image: Shutterstock
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What does the future hold for recruitment? Kevin’s Fearless Forecast at the upcoming ATC2019 is an institution and absolutely unmissable if you want to be prepared for upcoming industry disruptions in 2020 and beyond. Get your tickets here.
