Like most industries, recruitment is experiencing disruption caused by digital transformation, new business models and changing working cultures. Candidates and employers are finding new ways to connect and recruiters must adapt to these changes to avoid being left out of the loop, according to talent services business, Ignite.

Ignite CEO Peter Wilson said, “Everything in the world of talent is changing, from the way we attract and recruit people to how we manage and reward them, including how they blend work with life in the new digital world.”

Ignite has identified three key trends in recruitment that talent services businesses must embrace:

1. Focus on cultural alignment: With social media and online marketing taking centre stage in talent sourcing, some firms have placed the emphasis on data to the detriment of cultural fit.

Wilson said, “Placing the right talent shouldn’t just be about matching up skills and experience with job descriptions – it should be about triangulating the technical, cultural and strategic alignment of candidates to clients.”

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“Recruitment companies need to combine the latest technology platforms with a people-focused approach to delivering talent acquisition and retention strategies to set the organisation up for sustainable success. For example, Ignite does this through its FutureNOW approach, using the best technology, search tools and interview techniques to identify culture fit based on traits and motivations, in addition to skills and experience.”

2. Specialisation: Banks are contending with FinTech, retailers need omni-channel marketing strategies, and law firms must find new ways to compete with online legal offerings. Understanding individual industries and their nuances is key to placing talent in rapidly-changing industries.

Wilson said, “The most successful recruiters are those that focus on areas of specialisation where they have developed a deep industry understanding and connections. We bring these experts together under one brand to provide greater benefit to clients, who can tap into various expertise to fill a number of roles.”

3. Flexible sourcing options: The gig economy is growing, with workers, especially millennials, increasingly becoming free agents who perform work for various employers on a project-by-project basis. Employers benefit by getting access to the best skills for the job, as well as the ability to manage short-term labour spikes without the overhead that comes with managing full-time employees.Wilson added, “Recruiters need to become more responsive and agile. For example, we are altering the ‘talent on-demand’ model for the commercial space, providing fast and convenient talent sourcing for anything from a two-hour ‘gig’ or a six-month contract underpinned by talent vetting and oversight of the work.”

   “Technology is dramatically altering every aspect of work. Smart organisations should leverage it where possible to improve talent acquisition and retention. This means choosing recruitment partners that combine the latest technology platforms with a people-focused approach to delivering talent acquisition and retention strategies that set the organisation up for sustainable success.”

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