future of recruiting 1109 final

Dorothy C. Beach, MBA CIR PHR http://www.frontDorothy C. Beach, MBA CIR PHR http://www.frontendrecruiting.ning.comendrecruiting.ning.com

The Far Future of Recruiting…a discussion

By: Dorothy Beach, CIR PHRBy: Dorothy Beach, CIR PHR

Front End RecruitingFront End Recruiting


New tools but personal

Integration will have a different meaning

Networks will be your currency*

You’ll be thinking more about high school sourcing

Your job will constantly be changing – yet you will act as a job broker


Your search for candidates will use web-based intuitive tools

My6SenseSearch through video face recognition Devices will be sensing you

constantly and giving feedback

Voice instead of text - email will die


You will connect using a personalized, wearable mobile device

Nokia's Morph


Where we are right now with mobile job marketing:SMS for college students...

Can you croudsource candidates?

Companies will create communities


Bots will get your company target information or job profile for you while you zzzzzz…


The future is not more gadgets, but more integrated and modular…systems...They will come in all forms and functions including enhanced cognitive assistance and collaborative filtering, surface-based three dimensional data visualization and display, reputation-based recommendation systems, personal productivity improvement software, affordable context-aware devices, social software tools and systems that leverage social intelligence.

Idris Mootee, author, consultant


Integrations by 2012?

Between social media, ATS, website and Between social media, ATS, website and HMs (can you say CRM?*)HMs (can you say CRM?*)

All accessible to mobile devicesAll accessible to mobile devices

‘Hear of Mint.com? Tim.com?


Integration will all be on the web (3.0) – apps mashed up only for your needsEric Schmidt's Address


Expectations of Millennials & Gen Ys

Expectations of Expectations of Millennials – Millennials – transparency, transparency, pointed training, pointed training, fast-track, easy fast-track, easy collaborationcollaboration

Gen Y will take it for Gen Y will take it for granted by the time granted by the time they hit the workforce they hit the workforce in 2015in 2015

Gary Hamel on Managing Innovation and the New Workers


Part of your strategy will focus on recruitment candidate pipelining at earlier ages


Recruiters will tap into professional networks on a regular basis…taking charge of your career

Professional organizations will survive that give training, advice and the next job when you need it


The recruiting job…

A.) Will recruiting careers split into specialties?

Candidate and HM profiler, career developer or advisor, talent manager, analyst, vendor and contract manager, community recruiting manager, outsourcing manager…


The recruiting job…

B.) Will recruiters become a project manager of all of the above and use an array of tools to do these jobs? (or maybe just one tool)


The recruiting job…The recruiting job…

C.) Will recruiters cease to exist at all?

HMs have the same access to these improved communications tools

Because talent is so important they will be more responsible for it


Recruiters need an improved image…it might be a matter of survival

Will communities, efficiencies, relationships get us that?


I’ll listen to your opinions…

FrontEndRecruiting.ning.com

Invite me to LinkedIn: [email protected]

future of recruiting 1109 final

Education

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recruiters

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constantly

hms

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