How will recruitment look in circa 2020-2025? Lou Adler, an American expert on recruiting top talent and best-selling author, asked this question in his recent article on the LinkedIn social network. Adler identified the following ten points as likely to happen. At the same time, however, he added that he had already predicted ten years ago that very similar points would be true today. "Things in HR move in slow motion," he says.
1. Talent management will become a business strategy
Managers will be evaluated based on how good the people are that they choose for their teams.
2. There will be no information on skills, education or experience in job descriptions
These criteria do not predict performance in the actual job. The capabilities and motivation of potential employees will be essential.
3. Performance-based comparisons of candidates will be more effective
They will no longer be compared based on keywords or their abilities to write a resume. The qualities to be compared will include: the demands of particular professions, decision-making, the situation on the market at the time of the candidates' employment, the organizational structure of previous employers, team responsibilities, etc.
4. Companies will understand that the best people want to go up
If they want the best talent, they must offer opportunities for career growth.
5. Companies will better recognize employees with a high probability to switch jobs
They will start noticing who expands his networks of contacts, attends industry events more often or updates his LinkedIn profile. If they want to get these talents, they will offer them the possibility of career advancement.
6. Competency-based models and behavioral interviewing will be replaced by better tools
The disadvantage of these tools is their dependence on employee skills. That is why they will be replaced by performance-based interviewing and evidence-based assessments using the so-called talent scorecards or career zones.
7. People will be seen as an investment, not a cost
There will be large public and private databases describing the performance and potential of specific people.
8. Recruitment will become a legitimate business process
If a company wants to get the best people, it needs a process to attract them. It will be based on measuring feedback in real time and performance-based recruitment.
9. Referral programs and virtual talent communities will be available for managers
This means easy access to lists of pre-selected talents.
10. Candidates will make careful and balanced career decisions
The so-called career zones will help them. The Career Zones model describes career opportunities decisions based on balancing long-term and short-term factors, including new options at work, overall trends in the industry, and compensation.
If you want to know more information about performance-based recruiting, measuring talent or career zones, you can find it in Lou Adler's new book called The Essential Guide for Hiring & Getting Hired.
Do you agree with Lou Adler, or can you see trends in recruitment elsewhere?
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