Over the last five years, we have seen that the top concern of all executives is finding, hiring, and retaining talent. As we approach 2020, company leaders will still lose sleep. Want to put their minds at rest? Here are my top five skills recruiters will need to be successful in the coming decade.
The future of recruiting is scientific, data-driven, and businesslike. The roadblock to that transition is our current “art not science” approach where intuitive recruiters act like artists who want 100 percent freedom over how they work.
As the skills shortage persists, so does the demand for recruiters. The increased demand has put a further strain on an already over-tapped pool of experienced talent. More and more organizations are turning to people without any recruiting experience to stem the shortfalls.
Emotional intelligence became popular in 1995 by Daniel Goleman, but has always been the core of psychology and sociology in helping understand human behavior. We as recruiters, are set on trying to understand our candidates’ motivations and behaviors on a daily basis, so it makes sense to incorporate EQ into our practice.
The company is your main customer. The company comes first. This is what I have been preaching to my team ever since I became a corporate talent-acquisition leader. So when John Vlastelica’s article came out, I thought, “I can’t agree more.”
Artificial intelligence, machine learning, and natural-language processing have changed work and, along with it, the focus of recruiting. Over the past 20 years at least, recruiters have focused on finding and hiring technical talent — experts in a field — practitioners of best practice who are highly skilled and experienced. This has led to our current talent shortage and the increased emphasis on STEM education.