According to a recent editorial written by Lou Adler, a performance based recruiting company CEO, the times and major recruiting ideas which drive the field are changing. Due to better and smarter technology, we are expected to see a digitalized revolution in the field of human resources take place within the next 5 years, comparable with the driverless taxi service idea which is also becoming more and more popular. In short, recruiting managers will cease to be needed or their role will drastically change, he argues, as the world of HR is headed towards a complete 21st century reorganization.
Why is a disruption so probable, anyway? Many of us may wonder that, especially considering that the current perspective tends to see things as going just fine, even if certain aspects could run smoother, as there is always room to improve. Here are the main reasons, as argued by Lou Adler, on why a radical change in the practice seem to be imminent.
- The current tools used in the business don’t really manage to improve the quality of the hiring services, neither for the employers or the candidates. Instead, they just make job matching very easy, but not necessarily very helpful (the matches will be rejected in an overwhelming proportion).
- The current recruiting ideas seem to operate on an assumption of surplus talent in most given work fields; and as a consequence the models fail when that surplus of talent doesn’t really exist in reality.
- Most candidates (over 80%, according to official data) aren’t really looking to change jobs, but simply survey the market. Currently, companies are spending too much time trying to recruit the other 10-20%, but these efforts could be better channelled to offer all candidates better matches and job prospects, whether they are open to a job change from the start or not.
- A typical corporate hiring manager needs to handle way too many requisitions at the current time, in order to be able to properly source and recruit hidden gems lying within the bottom layer of passive job candidates.
The Top Radically New Recruiting Ideas to Consider
Here is how you can contribute to make your own hiring patterns smarter and to making sure you end up on the right side of the divide when the old HR system will become obsolete. If you only consider applying a few new wave recruiting ideas, let it be some of these ones:
- Eliminate old format job postings and define jobs as consecutive building blocks of aptitudes, skills to be acquired, experience to be gained and extra benefits to be obtained. If the candidate sees a well-defined career path and change suggestions set out before him, detailing what his next career development moves should be, he or she would be more motivated to better themselves and follow them. A career path should be a unified and consistent system of achievements waiting to be unlocked, rather than just a switch from one job to another.
- Be willing to customize job descriptions in real time. Instead of the hiring manager trying to bend and force candidates in order to fit the narrow job description better, they should try to mix and match the job description blocks in order to fit them better into the unique range of skills the candidate displays. Even if a particular side of the job is left aside, it can be easily included in the array of requirements of a different but similar job, rather than risking losing a valuable talent just because you couldn’t adapt to their particularities more efficiently.
- Less focus should be put on networking: the job seeking through networking system is throwing favours left and right in an unfair way. If the new recruiting ideas are applied into creating some smarter digital systems, the need for networking will happily disappear and the right jobs will be pushed in front of the right candidates. This will probably be accomplished by directly searching through their number of both direct and secondary connections.
- Distinguishing between short-term and long-term jobs is a must in building these hiring practices. Valuable long-term positions open to true talent should remain more like long-term objectives where the HR manager should have in mind, and even help build the ideal candidates for them through subsequent matches between those potential candidates and other intermediary positions. Short term positions, on the other hand, can be managed just with the help of the old-style job boards, in order to help these tools maintain at least some functionality in the new order of things.
What These Changes Will Mean for the HR Industry
The most obvious change, which many people currently involved in this field dread and will probably attempt to resist, is that the usual tasks and services of a hiring manager will no longer be required. Still, this doesn’t have to imply a complete automatization and a dramatic joblessness for these professionals. The ideal upturn is that the former recruitment managers will instead help the candidates navigate through the building-block unlockable achievement system and serve as career advisors and coaches instead. That does not sound bad at all, either for the HR workers or the overall field, and since it’s basically a win-win situation, it has all the more chances of coming to fruition sooner rather than later. By adapting some of these recruiting ideas now, in the best way you can in your own business, you can contribute to the change and increase your own relevance and adequacy as a business, at the same time.