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Ensure a Positive Candidate Experience When Hiring Contingent Talent Remotely

As digitization, coupled with the global pandemic, propels contingent hiring online and with more individuals relying on employer reviewer sites to evaluate businesses, delivering a positive[...]

March 10, 2021

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My Crystal Ball Says This is What the Future of Recruiting Looks Like

It’s mid-January, so naturally, influencers across dozens of industries are rolling out their predictions for the year. The recruiting industry is particularly sensitive to new trends. Each year brings new buzzwords, technologies, and best practices that continue to change how we recruit. And if you’re in the talent acquisition business, you’d best keep up.

The recruiting industry is a fragmented one. Staffing firms are struggling to meet the growing and changing needs on both the client and candidate sides. Technology has swept through the industry, automating everything from resumes to onboarding processes. Unfortunately, the explosion of automation and big data in recruiting has done more harm than good. The industry is still rooted in tradition, and as such, is one of the slowest to (correctly) implement changes. Sharp learning curves and segmented data have created a silo effect, where recruiters, hiring managers, and staffing agencies all function in their own little bubbles. I think – and hope – that this will be the year we all get on the same page and start truly leveraging technology to keep up with an evolving workforce.

Employers Prioritize Ethics in Company Culture

Company culture has been a big deal for a few years now, but I think it’s going to take center stage in 2018. I’m not talking about nap pods and game rooms (although both of those sound amazing). This year, candidates will look for companies that are socially responsible and ethical. Businesses must make doing the right thing a part of their core values; accountability and diversity should be at the top of their priority lists. This will affect recruiters as well, as finding the right candidates is one of the biggest barriers companies face when trying to diversify.

Recruiting Starts to Look More Like Inbound Marketing

Say goodbye to the spray-and-pray approach forever. Recruiters must to learn to target candidates effectively if they want to stay in business. It’s a job-seekers market right now, and candidates will no longer consider impersonal communication and irrelevant job opportunities. Hiring managers and recruiters can utilize successful marketing tactics, like creating personas, to find out where candidates are, what they’re looking for, and how to reach them.

Talent Ecosystems Rise to the Top

Scalability is a huge problem in the staffing industry. Brick-and-mortar staffing companies that rely on internal recruiters simply can’t keep up with client demands without increasing their overhead exponentially. In turn, recruiters are expected to meet impossible quotas, thus prioritizing quantity over quantity. No more of that. Online recruitment ecosystems allow for infinite scalability, lower costs, and better communication. This year, Clients and recruiters will begin leveraging the capabilities of crowd-based platforms like Crowdstaffing to find high-quality matches anywhere in the world.

Blockchain Will Inspire Innovation

This was a huge year for blockchain. The bitcoin craze in December shone a spotlight on the impressive tech that powers cryptocurrency. Other industries are now starting to adopt blockchain technology, and the staffing industry isn’t far behind. This year, I think we’ll see a wave of tech inspired by blockchain’s key features, namely transparency, improved workflow, and decentralization. Staffing companies will strive to become digitized and interconnected, doing away with clumsy paperwork and talent gatekeepers.

Interviews Become Way More Fun

According to LinkedIn’s behemoth of an industry report, improving the interview process will be one of the biggest priorities in recruiting this year. Hiring managers will update their interviewing techniques to focus on understanding the candidate’s personal brand – their skills and weaknesses, how they’ll fit within the company, and their career goals. Notable new trends include online soft-skills tests, paid job auditions, casual interviews, and video interviews that can later be analyzed.

Data and AI Finally Start Pulling Their Weight

Data and AI aren’t new concepts; people have been using them in recruiting for years. It’s how we use them that will, at last, undergo a much-needed change this year. Instead of just tracking outcomes and hoarding data, we’ll start using that data to power AI decision-making. In other words, all that data we’ve been collecting will now help our AI screen, source, and nurture candidates so we can focus on the more personal tasks, like engagement and interviewing.

Hiring Managers and Recruiters Become BFFs

Thanks to AI entering the space this year, recruiters and hiring managers will have a lot more time to focus on building stronger relationships with one another. Recruiters will start to act more like consultants, creating a symbiotic environment where recruiters and hiring managers work together to set goals, fine-tune job descriptions, and create feedback loops. Employee retention has always been the endgame; but now, talent acquisition professionals can start unleashing retention strategies from the very first touchpoint.

It’s All About the Candidates, Baby

The demand for candidates with mission-critical skills will continue to increase this year, which could prolong the skilled labor shortage that plagued hiring managers throughout 2017. Candidates in these and other industries will have their pick of the litter in 2018, and employers can’t afford delays in the placement process. A study by Top Echelon, a recruiter solutions company, found that 24.2% of the candidates surveyed declined job offers because the employer took too long. Disproportionate salaries are a major hurdle as well; 29.7% of candidates turned down offers because they felt the salary was unreasonable. In short, employers and hiring managers need to start catering to candidates. Improved candidate experience, shorter placement times, and more attractive offer packages should all be on the to-do list in 2018.

Great Change Is on the Horizon

At Crowdstaffing, 2017 marked a year-long period of refining internal operations, solidifying strategies, developing the next iteration of our groundbreaking technology, and preparing for the exciting changes that the future of recruiting will bring. It’s clear that our own efforts have mirrored the wider industry trends we’re about to see. Embracing the changing nature of the workforce, HR technology, and evolving economic structures will ensure that staffing companies can finally break away from traditional restraints that have slowed their entry to the digital age of talent acquisition. If there’s an overarching theme emerging, it’s one of unity: uniting talent providers, clients, and talent themselves. So, let’s cheers to 2018 - the year we all finally get on the same page!








Sunil Bagai
Sunil Bagai
Sunil is a Silicon Valley thought leader, speaker, motivator, and the visionary behind the groundbreaking Crowdstaffing ecosystem. Blending vision, technology, and business skills, he is transforming the talent acquisition landscape and the very nature of work. Prior to launching Crowdstaffing, Sunil honed his skills and experience as a business leader for companies such as IBM, EMC, and Symantec. "We need to think exponentially to mindfully architect the future of humanity, civilization, and work. When we collaborate and work together, everyone prospers."
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