Predicting The Future of Recruiting

March 2, 20155:17 pm423 views

Looking in their crystal balls, talent acquisition leaders predict the future of recruiting. Based on the largest survey of talent acquisition leaders in the world from LinkedIn Talent Solution, HR professionals are able to know the future according to 4,125 talent recruiting decision makers in 31 countries.

Social professional networks and better matching of candidates with jobs are set to reshape recruiting. Given how rapidly recruiting has evolved in only 4 short years, perhaps change will come sooner than HR professionals think.

The future: Professional networks and improved candidate & job matching are in the cards

Social and professional networks are here to stay. Global recruiting leaders believe social and professional networks, employer brand, and passive candidate recruiting are the most essential and long-lasting trends in recruiting.

Also, new trends are coming. Candidate and job matching, and recruiting becoming more like marketing, could reshape the recruiting industry in the next 5 to 10 years.

Future of recruiting

Different countries see a different future. There are top up-and-coming recruiting trends for selected geographies.

  1. USA, Canada, Mexico & Brazil : Improved candidate & job matching
  2. Belgium : Remote workforce options
  3. Germany, Italy, Netherlands : Recruiting becoming more like marketing
  4. Australia, India & South Africa : Improved candidate & job matching
  5. China : Using “big data” to predict future talent needs

Talent analytics: Most companies don’t use data well

Recruiting leaders need to strengthen their talent analytics capabilities to stay ahead. Many countries are below average on using data for talent analytics. Only India, Middle East & North Asia, Southeast Asia, Brazil, Mexico, United States, and South Africa are above global average on using data to understand (talent acquisition/recruiting) effectiveness and opportunities.

Only 24% of global recruiting leaders believe they are using data very well in their roles. Their organisation uses data effectively to better understand talent acquisition effectiveness and opportunities.



See: Asia Responds: HR Big Data… or HR Big Flop?


The original report first appeared on LinkedIn Talent Solutions

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