March 29 , 2017

2017 Recruiting Trends: How Recruiters Can Survive And Stay Ahead of the Curve

As seen on 1-PAGE BLOG.

A tsunami of change. A rapid acceleration in technology. The adaptation of algorithms and data with pinpoint precision. 2017 is certainly shaping up to be a dynamic and interesting year in the world of recruitment.

In this third and final installment of what’s to come, Dr. John Sullivan examines what recruiters will need to do to keep up with the rate of change in 2017.

Because of the introduction of data and so many new recruiting technologies, the employability of a recruiter who only maintains their current level of skills will be extremely low. So, if you want some job stability, here are four skill sets that I recommend that you develop over the next year.

 

1. THE TOP ESSENTIAL RECRUITER SKILL SHIFTS FROM SOURCING TO SELLING AND CONVINCING

For years the most difficult and critical skill was sourcing. But with social media usage is so widespread, it is now possible to find almost every professional around the globe. So, the critical element of recruiting will shift to selling.  Firstly, you must be able to convince the best-identified prospects to apply. Secondly, convince them to accept an invitation to interview. The third selling area involves convincing hiring managers to accept the proposed candidate slate, while the fourth is to convince the candidate to accept an offer if it is presented. With technology taking over most finding and assessing, selling is the final critical area that no technology will likely replace.

 

2. BECOME AN EXPERT IN RECRUITING TECHNOLOGY 
A wave of new recruiting technologies is currently being developed. If you expect to have job security as a recruiter, it’s time to realize that you can add value by becoming a technology expert. In addition to continually learning about these new hardware and software technologies, it also makes sense to become an expert in assessing vendors and new products. If you can implement them, and teach other recruiters and hiring managers how to use them you will be indispensable.

3. DEVELOP BUSINESS AND FINANCIAL SKILLS
One undeniable group is showing up in the HR and recruiting jobs that are being filled, and that’s people with business backgrounds. Don’t be too complacent about keeping your job if you don’t have strong financial, analytical, tech, and sales skills. Google’s new VP of HR came directly from sales. New-hires with these skills will question the way that everything is done in recruiting and old school practices may look painfully out of place.

 

4. DEVELOP THE CAPABILITY OF BECOMING AN INTERNAL TALENT CONSULTANT

In the future, when recruiting loads are reduced, you should expect the recruiting function to shift to an internal but broader talent consulting role. The very best recruiters will be asked to provide advanced consulting advice and talent direction to executives and senior managers. Obviously, providing consulting advice and influencing executives to take strategic talent actions requires a completely different skillset. In order to be a successful talent consultant, you will have to be able to persuade with data, dollars, and numbers and have enough knowledge of business operations to be credible with executives.

 

FINAL THOUGHTS
I urge you to be especially aware of these new recruiting technologies because most of them still have no data proving that they improve the quality of hire.

As with most industries, it is paramount to continue training and developing your skills to stay ahead of the curve. This coming year will bring new recruiting technologies, sure. But without a discerning eye, good business sense and great communication skills, that technology can only take you so far. Finally, happy 2017 and remember there’s one thing that we can all be sure of during the next year: that it will be a year of constant change!

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About Dr John Sullivan

Dr John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact; strategic Talent Management solutions to large corporations.