Recruiting Predictions for 2013 and Beyond - Workology

Recruiting Predictions for 2013 and Beyond Top 4 Recruiting Predictions for 2013 and Beyond It’s already that time of year again to make some predictions about what’s in store for next year.   With 2012 coming to a close, let’s look back at some of the things that changed the recruiting landscape.   More social media sites have entered our recruiting peripheral vision, like Pinterest.   We have started to take Facebook more seriously as a tool to tap into generation Y talent.   We have also noticed a proliferation of next generation recruiting tools such as RemarkableHire, TalentBin, and The Resumator. Top 4 Recruiting Predictions for 2013 and Beyond Recruiting Teams will learn that context is critical. I’ve said it before and I’ll say it again, “Stack it high and let it fly” recruiting will be going by the wayside.   There are too few truly best in breed candidates for growing sectors like engineering, big data, enterprise sales, and the list goes on and on.   To get ‘these’ candidates your opportunity better be relevant, personalized, and served up by people or brands they trust. The priority will shift from automated applicant tracking and social media to a focus on inbound results.   Although it’s still tough (and frankly early) to really measure the ROI social media has on really anything, much less recruiting, one thing is clear:   The goal is leads. You cannot begin to tweak your messaging, authenticity, or approach if you are simply not getting inbound candidates to begin with.   The best applicant tracking system combined with sophisticated follow along advertising will do your hiring managers no good if you are not driving actual candidates into the process. Recruiting becomes more accountable for actual hire ratios. As budgets and practices globally become simultaneously tighter and more transparent so will the need for results.   I think (and boy is this wishful thinking) that internal recruiting departments will start to resemble that of an agency within the company versus an HR Department- running like a lean startup rather than a bureaucratic department. Job boards live aka survive. It’s my prediction that we may see some industry consolidation but job boards will survive.   I think most startups in the recruiting services space would love to have the scale, subscribers, and audience that job boards still hold to launch from.   In 2013 we will see some boards realize this and start to fundamentally adapt.   Don’t be surprised to see them emerge back to relevancy. Where do you see recruiting going? Let us know some of your predictions about recruiting for the years to come. Where do you think itll go from here? What big things are going to happen?