Recruiters today can expect their jobs to look much different in five years, even if they remain in the same positions. The reason for that is a new LinkedIn report that suggests recruiting itself is evolving.
As recruiting teams adapt to new tools, master new metrics, and develop new skills, they’ll be challenged to develop new skills. You’ll take on a higher level of visibility and strategic responsibility within the organization. Consequently, you will seriously rethink your view of your recruitment consultancy career. Take a look at all four predictions we bet on, below.
#Bet 1: The recruiters will bring more business strategies to the table
There are still a few core tasks in most recruiting jobs, such as sourcing candidates, interviewing them, and closing them. Executing a hiring plan is one thing, but designing a hiring plan is another – and recruiters will be asked to do both in the future.
It won’t just be about knowing the ropes of recruiting, but also about strategic thinking, problem-solving, and general business acumen. As LinkedIn data shows, more than a third of the current head of recruiting roles come from outside of HR. Leaders and rank-and-file recruiters will lead the business rather than the other way around when a new hire is needed.
#Bet 2: There will be an even greater importance placed on recruiting
Recruitment has become a two-way street. Since 2016, LinkedIn has reported an increase in recruiting professionals by 63%, a trend we expect to continue.
What’s the reason? A greater emphasis will be placed on talent. Adding automation to our most repetitive tasks will make our work more creative, unpredictable, and meaningful to the company.
Now that the market for recruiting consultancy professionals is becoming more competitive, it is particularly important to be proactive: capacity planning will enable you to determine the number of recruiters you will require in advance. Getting in-demand talent is harder when you don’t plan: you’ll pay more and lower your standards if you wait until you need it urgently.
#Bet 3: Talent engagement, talent data analysis, and business leadership advice will be key recruiter skills
Engagement of passive candidates, talent analysis, and business advisory will be invaluable skills in five years. A survey found that over 80% of TA pros believe they are becoming more important for recruiters.
Identifying amazing candidates has become much easier thanks to platforms like LinkedIn. The challenge will be separating yourself from the competition and creating a real connection with candidates with so many recruiters vying for the same talent.
It will become easier to identify candidates with platforms like LinkedIn, which will lead recruiters to focus more on funneling them in. The power of storytelling and personalizing your approach lies in this area.
It will no longer be enough for recruiters to enter data correctly. They will also need to be able to interpret data based on insights.
Business leaders and hiring managers will also need recruiters to advise them instead of simply following orders – that means rethinking strategies and setting them.
It’s not just a matter of adding recruitment consultancy training sessions that all of these skills can be learned. It requires a cultural shift for recruiters to place a premium on these skills.
#Bet 4: Your hiring plans will have to change as you go along
You’re not alone if you feel as though hiring goals have been changing fast lately. Businesses, markets, and goals are evolving quickly, so recruitment teams must be flexible. Be sure recruiters can bring in all kinds of talent to stay agile. Your recruitment skills don’t have to be confined to a single business line.
As businesses seek more talent, recruiters will be called on to do more, everything from forecasting future hiring needs to building new kinds of teams. Getting ready today will make your life easier in the future. In recruiting’s future, you’ll not just be a victim – you’ll be a creator.