The recruiting community website ERE.net held its annual conference for professionals in the field of talent acquisition. This year's conference, for the 14th time in a row, took place in Chicago in September. One of its most prolific parts was the discussion on "challenges and future trends in talent acquisition." The moderator of this discussion, Carl Kutsmode, then summarized the following ten trends in recruitment for the year 2014/2015 in an article for ERE.net. Let's have a look and try thinking about whether we can expect these trends in our country too.
1. Finding and building relationships with passive candidates
The discussion participants agreed on the clear need for improvement in potential talent identification and communication. The most effective tools in this field include the social network LinkedIn, the job site Indeed.com, industry-specific websites and cold calling.
2. Better use of hiring managers' contacts on social networks
For recruiters, this means getting managers more involved in sharing information on job vacancies via their personal social networks. It is likely that the use of aggregators, allowing publication of messages on more networks simultaneously, will be more common.
3. More sales principles in recruitment
From the process point of view, recruitment should be understood more as sales. It should be based on a clear definition of target groups, continued by gathering information and contacts with potential employees and result in the conclusion of employment contracts. Targeted advertising and measuring success should be involved too.
4. An excited talent sourcer in each team
The specialized role of "talent sourcers" comes to the forefront of recruitment teams. HR should stop perceiving this role as an entry-level position in the recruitment career the purpose of which is to be promoted to a higher level. Replace newcomers in this position by experienced specialists.
5. Involving marketing in the creation of job offers
Job opportunities should be better sold. HR people should therefore work more closely with their colleagues from marketing who may help them better align jobs with the corporate brand. In addition, marketing usually has larger budgets and more sophisticated communication strategies on social networks.
You can read the remaining five trends in the second part of our article next week. Until then, you can discuss trends (not only these mentioned above) in the biggest Czech group for HR professionals on LinkedIn here.
-kk-