In the previous parts of this article, we described current recruitment trends based on modern technologies and practices proven in other fields. John Sullivan, a respected consultant in the field of HR from Silicon Valley and current professor of management at San Francisco State University, pointed out this fact in an article on his blog.
Today we will take a look on the last group of recruitment trends according to Sullivan. Many recruiters overlook these trends because they are unable to see their profession from a broader perspective.
Transition from search to sales
Recruitment has only focused on searching for talent so far. However, especially thanks to social networks, finding talent is now relatively easy. Recruitment will therefore focus more on "selling" jobs, which involves not only motivating talented people to apply for particular jobs, but also maintaining their motivation throughout the entire process to be successfully concluded by accepting the offer.
Quantifying the impact of recruitment on the company's business
Recruitment must stop talking about supporting companies' strategic goals and start presenting clear figures. That requires close cooperation with the finance department. John Sullivan explains it using a simple example: Instead of simply saying “we hired 12 people”, you need to be saying “we hired 12 people that performed 10% higher than last year’s hires, resulting in a $1.2 million increase in revenue”.
Data instead of building relationships with managers
Recruiters have bet a lot on building good relationships with managers in order to persuade them to cooperate. The current trend, however, clearly speaks in favor of submitting data which managers cannot dispute.
Monitoring competitors
This is another trend related to the fact that recruitment is getting closer and closer to business. Recruiters are starting to realize that it is necessary to know what other employers in the market are doing and react to it. The correct response is called a competitive advantage.
New generation of recruiters
Leaders entering the positions of recruitment managers in recent years have a clear idea of recruiters as consultants. More recruiters are people with practical experience in particular areas of business. They must also have a firm grasp of finance, to be able to work with data, use modern technologies and excel in business skills.
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