The first five years of the twenty-first-century promise to be a period of significant change for the recruiting industry. Recruitment in the future will be more difficult and will entail new challenges for companies. To recruit today and successfully navigate the recruiting process in the future, companies will need to establish a plan that includes clearly defined objectives, defined responsibilities, effective methods for recruiting, effective communication with candidates, and a plan for transitioning personnel from the present to the future.
To define a company’s job recruiting objectives, it is important for employers to clearly define their talent needs. The needs of any business can change over time and an employer needs to have a plan in place that will adjust as the market and industry conditions change. Many companies, especially small businesses, focus on meeting immediate customer demands in terms of cost and convenience when selecting candidates for open positions. However, the long-term goal of most employers is to recruit qualified workers who are a good fit for the job and the organization.
When planning Recruitment in 2021, it is important to keep in mind that shortly there will likely be a shift to leveraging the talent and capital more effectively through social media, online recruitment websites, and mobile devices. The recruiting model will need to adapt and this will likely require broadening both the types of applicants’ resumes that are considered and the criteria for hiring those applicants. In addition, recruiting firms will likely require more applicants to complete their comprehensive database to meet their staffing needs soon. Finally, recruiting agencies will likely require employers to use their soft skills in their recruiting efforts to make a connection with an applicant’s personal life.
In many ways Recruitment in 2021 will mirror the changes currently taking place in the traditional recruiting model. Recruitment agencies will continue to aggressively connect with targeted candidates via various sources including television, radio, and social media. Recruitment models will continue to emphasize personal attention, a strong brand, and a sense of urgency. Recruitment professionals will continue to rely on technical tracking tools and technologies to determine the success or failure of their recruiting efforts. Recruitment agencies will also likely implement many different recruitment solutions that they feel are necessary to successfully adapt to the changing recruiting environment in the near future.
Social Media and Internet Resources: recruiters are increasingly relying on social media recruitment statistics and data to attract top talent to their agencies. As recruitment professionals become more attuned to the social media movement and recognize the value that top talent organizations can bring to a business, recruiters will continue to embrace this as a strategic asset. In addition, social media metrics can assist recruiting efforts by providing information on the engagement levels and engagement rates of target candidates. The metrics can also provide information on the types of candidates that are finding candidates within their target market.
Trends: Recruitment trends will continue to shape the recruitment landscape for the next several years. Recruitment professionals are currently using social media analytics to gain insight into what the public wants. In addition to understanding what the general public wants, recruitment trends will also help professional agencies identify the types of candidates who fit the needs of their clients and match them with appropriate talent in the future. Recruitment professionals are currently mapping out the next wave of recruitment trends and working to plan for the future. Recruitment professionals will likely continue to study and analyze recruitment trends in the next decade to shape their organizations.
Recruitment in the next two to five years will likely differ from recruiter to recruiter. Different organizations will take different approaches when hiring. Organizations that plan to hire in the next two to five years should implement the strategies mentioned above, along with the use of artificial intelligence and comprehensive candidate tracking systems, to effectively fill their labor needs.