What Recruiting Will Look Like in 10 Years

Talent Leaders Weigh In

"If companies continue to post skills-infested job descriptions, nothing will

change.

If they begin to filter on performance and potential, they'll open their

doors to a more diverse candidate pool – from returning military vets to

talented older workers - and attract more top performers. This will go a

long way towards ending the U.S. unemployment crisis."

Lou Adler CEO

The Adler Group

Recruiting Will Save US Economy…

If We Are Willing to Change

“10 years from now, the candidate identification game will be over. Technology

will mean we can identify and communicate with top talent at the press of a

button. That talent will come profiled and assessed.

'Recruiters' 10 years from now will be preoccupied with marketing, PR,

community building and employment branding. The 'War for Talent' will be a

'War of Relationship Marketing'.”

Matthew Jeffrey Global Head of Talent Strategy

& Innovation

HR Talent Acquisition

SAP UK Ltd

The ‘War for Talent’

Will Become the ‘War of Relationship Marketing’

“Talent Acquisition will be run much more like sales organizations

and business partners than HR organizations, with incentives in place

beyond just “hires” that measure retention and impact.”

Ed Nathanson Head of Talent Acquisition

Rapid7

Talent Teams Will Work Like Sales Teams

"I believe that future hiring teams, rather than relying heavily on recruiters to

find them candidates, will better understand the value of their own social

networks.

They will take more ownership of the hiring process and know how to leverage

social media to self-source referral candidates with niche skills, relevant

industry experience and a strong match with the company's culture."

Stacy Zapar CEO, Tenfold Social

Most Connected Woman

on LinkedIn

Hiring Managers Will Turn Sourcers

“When LinkedIn hits 3.3 billion profiles, and I believe it will,

sourcing will be dead from a name generation sense. Our approach

will be purely a mixture of finding passive talent and sorting based

on potential, cultural fit, and business need. And the business will

routinely expect recruiters to be Talent Advisors.”

Rob Dromgoole Recruiting Team Lead

National Security Directorate

Pacific Northwest National Laboratory

Name Generation Will Disappear

“Due to the changing shape of the workforce, successful recruiting

organizations understand that potential candidates will have a unified digital

persona. Applications should be frictionless, but the most successful realize the

power of mobile also includes the telephone as a phone. Candidates will want

to be spoken with. Back to the future once more.”

Paul Maxin Global Resourcing Director

Unilever

Technology – Old and New School - Will Reduce Hiring Friction

“With so much of our private, personal and professional information online, I

believe that there will be a backlash and people will become more guarded

about their data. In reaction to privacy concerns, I think US companies will

pledge to delete applicant data after a certain length of time.”

Jim Stroud Director of Sourcing

and Social Strategy

Bernard Hodes Group

Data Privacy Will Rise To Prominence

“We will actually lead the Marketing/Communications efforts

of our companies.”

Chuck Lotz SVP, Talent Acquisition Leader

First Citizens Bank

Talent Professionals Will Be Marketing Leaders

“Corporate recruiters will become competitive intelligence to

companies. Recruiters will know what is going to happen within competitive

companies and talent markets before it happens. They will be a driver of

change and help guide our business leaders to make the right decisions in

areas beyond recruiting.”

Jennifer Boulanger Director, Talent Acquisition

Opower

Recruiters Will Become Competitive Intelligence Scouts

“Technology will allow the creation/animation of digital talent

communities which will change the way top companies manage talent

internally and externally”

Gabriele Silva HR Manager - International –

Brand & Commercial

The Body Shop (L'Oréal Group)

Digital ‘Talent Communities’ Will Emerge

“From a technology perspective, candidates and recruiters will interact

through mobile. From a capabilities perspective, we may see fewer full-cycle

recruiters and more specialized recruiting functions – from upfront

engagement to evaluation and closing.”

LJ Brock Vice President Talent Acquisition and

Infrastructure

Red Hat

Recruiting Will Embrace Mobile and Become More Specialized

“Everyone is talking Big Data these days. Getting the data is just one step. The

recruiting organization that figures out how to extract and operationalize the

web’s people data in a repeatable, scalable way will define the future of talent

acquisition. Cold calls, for example, will vanish. Recruiters will use online data

to screen prospects and find introductions. ”

Pat Wadors VP Global Talent Organization

LinkedIn

Big Data Will Eliminate Cold Calls

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