8 Actionable Takeaways From Top HR Leaders Human Resources (HR) is a changing game. Gone are the days of traditional, bureaucratic HR (sorry, Toby from the Office) as companies dedicate more resources to their most valuable asset: Their people. Leaders in Talent Acquisition and Human Resources have access to more…
The beginning of a New Year is a great time to set your intentions and plan for a successful year. It’s also a great time for predicting what’s to come, and in the talent acquisition and HR space, there’s no shortage of opinions about the biggest 2017 talent acquisition predictions.
Instead of coming up with our own hairbrained predictions, we crawled through 100’s of predictions from talent acquisition and HR thought leaders, and found our favorites. They embody the excitement that we have for talent acquisition and HR in 2017, our hope that technology will make recruiters’ lives better (and not eat their jobs), and that hiring (and workplaces in general) will become a more inclusive endeavor.
“Software algorithms are about to take over recruiting. Most of the new recruit-tech innovations will involve the use of software algorithms to find, attract, maximize diversity, sort, match and assess candidates.”
Recruiting is only required when retention fails – and making sure it succeeds is why in the coming year, retention will increasingly be a focal point for recruiters and talent organizations, instead of the exclusive purview of HR Generalists or business partners.
“83% of recruiters say that talent acquisition is the #1 priority at their company.”
“Companies continue to be challenged in their diversity recruiting efforts, but recruiting technology has improved to help organizations improve in this area.”
“This next year, employers will finally discover it’s not what you know, it’s who you know, that really matters most in recruiting and hiring.”
“Employee engagement will be a huge focus as companies look to build and nurture a pipeline of internal candidates who are eager to move up within the organization and contribute to the growth of the business.“
“Under traditional corporate recruiting, programs could remain operational for years without being challenged. However, under the new data-driven model, approaches and tools (e.g. sources, screening criteria, interviews, reference checks and brainteaser questions) with a questionable validity will simply be stopped.”
“Like candidates, hiring managers want a consumer-like experience where results are quickly delivered and information is easily obtained or shared through the click of a button.”
“Every one of us should learn how to augment our performance with technology (and yes, some of the technology will be very smart), but then add human elements to the work to help provide higher levels of customer value and service. Every time automation comes, we simply do different things.”
“Keep a pulse on the candidates that are applying to your jobs. Use a candidate survey to give them the opportunity to provide feedback regarding the interview experience and measure your net promoter score (NPS). It’s essential that companies find out and gauge how candidates are feeling during the application process.”