5 Top Trends Changing the Role of Recruiter

With a growing list of responsibilities and a dynamic hiring environment, the role of the Recruiter is perhaps one of the fastest-changing roles in the business world. The way that individuals want to work and the way that companies want to engage talent is changing fast.

What are some of the biggest trends that have completely shifted the way Recruiters need to do their job? or how to attract top talent? or more accurately how to reach top talent? What’s driving all this change?

In this post, we’ll explore what’s behind the transition and provide insights into how Recruiters can capitalize on these trends. Let’s dive in.

1. Candidate Experience

Successful Recruiters and TA professionals understand that a better candidate experience is the key to talent acquisition, but the focus is now shifting to the passive talent pool. In addition to attracting new job seekers, Recruiters are trying to ensure a good experience among those who didn’t receive a job offer.

When a position opens up in the future, these candidates are more likely to be interested if they had a good impression the first time they applied. Younger workers are more aware of employer brand value as well as their own worth, and maintaining a passive talent pool will be a crucial aspect of successful recruitment.

2. Hiring for Learning Quotient

Recruiters of the future should screen for potential rather than experience or current skills.

Learning quotient, suggesting that Recruiters should shortlist candidates on how easily they adapt to new situations and how quickly they are able to pick up new information.

If companies select candidates based on their learning quotient and other talents, like creativity and willingness to work hard, they will create a fluid workforce that can move sideways, diagonally and upwards to carry out a variety of jobs in a company, so that work gets done quickly and with passion.

In the future, the recruitment industry might adopt a series of official tests for learning quotient. Today’s Recruiters can make a start in taking this into account during their selection process, however, by looking out for signs of independent upskilling on applications.

3. A greater focus on niche Skills

Across the staffing and recruiting industry, especially the technology and engineering fields, a war for talent remains, as demand for highly specialized technical skill sets is at a premium.

Nearly 70 percent of business leaders surveyed worldwide believe the existing talent pool is shrinking while the competition for talent is increasing, according to the “2018 Talent Acquisition 360” report.

A healthier and more vibrant job market means the supply and demand for talent Vs. job availability is relatively balanced. However, in the case of IT and engineering positions, the war for talent is creating a wider gap for the highly specialized technical skill sets. Companies are paying a premium for these technologists and engineers.

4. HR Tech is Exploding — Automation

As mentioned above- demand for highly specialized technical skill sets is at a premium; As enterprise transformation continues to climb to the top of the priority list for most organizations, new initiatives using artificial intelligence, cognitive technologies, and robotic automation are being launched to help build efficiencies and increase quality.

Artificial intelligence (AI) and machine learning (ML) have been all over the news as of late, and for good reason. AI and ML technologies are advancing at a phenomenal rate; according to the Artificial Intelligence Index 2017 Annual Report by Stanford University, the number of active U.S. startups developing AI systems has increased 14-fold since 2000.

More Accurate Candidate Matching — The ability to understand a CV beyond the words on the page, in order to achieve a better candidate fit, should be a human skill. However, AI is proving to be significantly better at this than even skilled, experienced Recruiters. Improving this part of the process could leave more time for Recruiters to coach and guide candidates and hiring managers, ultimately improving the Recruiter experience.

Fewer Administrative Tasks — Most HR professionals recognize that AI will never replace the human element in hiring. However, it will relieve some of the burdens of handling administrative tasks such as sourcing, screening and conducting preliminary interviews. This will allow more time for hiring managers to build meaningful relationships with candidates, leading to a shorter time to fill and improved employee retention.

Accelerated Times-To-Hire — Artificial intelligence is already a game-changer for employers and staffing firms that have deployed it, cutting time-to-qualify and overall time-to-hire by interacting with candidates to quickly ascertain their fit for a role in an engaging manner that works for them. As AI-driven recruiting becomes more sophisticated, employers will benefit greatly from even more accelerated times-to-hire.

5. Online Presence

Being able to access a ready pool of talent as soon as a position opens up, or even before, is a Recruiter’s dream. Recruiters who engage with prospective employees online do better than those using only traditional platforms.

With the evolution of ATS solutions, HR tools, AI-powered Recruiting platforms like selectable.iogigHub.ai, Workable, Hired etc. in the last few years, this is becoming a reality. Automated features like AI-powered web-sourcing & matching tools, pre-screening, scheduling interviews, web-sourcing profiles from the whole web and not just Naukri using digital footprint & blockchain, and more gives Recruiter more power to reach vague top talent, in these systems can cut down the time, effort, and resources required for hiring.

Not only do these tools help with screening new applications, but they can also quickly and accurately filter through the passive talent pool of past applicants to shortlist likely matches for a current opening. Combined with other recruitment strategies, reaching out to existing talent makes hiring faster, easier, and more effective.

Moving ahead into 2019

Demand for technology and engineering jobs in the Upstate is at a historical high, and the outlook continues to look bright. As companies continue to build their teams to support enterprise-level initiatives, organizations are exploring more flexible workforce alternatives versus conventional hiring practices. Companies that embrace innovation and agile workforce business practices in 2019 will move into the leadership positions by quickly adapting to market and consumer demands.

About Selectable – AI-powered SaaS Platform for Precision Sourcing!

Selectable is an AI-powered SaaS platform for precision sourcing of top talent. Unlike existing solutions, Selectable is focused on delivering customised and curated profiles exactly matched to your JD. Selectable “Resume Packages” is a value added offering where on top of AI based matching, an additional layer of “recruiter evaluation” is done. It delivers a set of profiles who are as good as “Shortlists” who can be straightaway interviewed.

Unable to fill any niche position with the right candidates? Or have any live requirements? Check out selectable.io/resume

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