How Will The Industry Of Recruitment Look In 10 Years?

 

The area of work is something that changes a lot and is progressive. When you look at the average brick and mortar job it is changing from a nine to five to a virtual workplace which is a big change for a lot of people.

Here, I’m not going to tell you exactly what the future holds but will go over a few changes that should happen in the industry of recruitment. The Recruitment Lab

1. A Different Glossary Of Job Names

In the near future there is a chance that the way jobs are regarded will change because job titles will be different in general. One reason this kind of change is going to be important is because it will factor into AI and automation. For many years as of now, the media has been saying that robots will take the place of humans in a lot of areas of industry. There’s no denying that the jobs out there that are in specific areas could change a lot due to new technologies. However, as you see some jobs go away, more will take their place so recruiters have to get used to that fact.

2. Shortlisting With Algorithms

Not that far in the past a recruiter had to sit there and go through tons of paper CVs. Whether you know it now or not, today is much of the same. There are job boards that recruiters may use but they still have to look through a lot of paper CVs to help them shortlist candidates. This can take a lot of time and isn’t that accurate because errors are possible during the process.

When you use this CV related approach, the process can be biased. People don’t intentionally show bias because it’s generally in our nature to judge based on age and gender. As people age in society, age bias going away is something that will change in the workplace.

This is where getting automated shortlisting comes into play. In about the next ten years, recruiters are going to be able to work with powerful programmes that will be able to analyse the data needed to shortlist the right candidates no matter their gender or age. Recruiters will then be able to execute their practice in a way that lets them pick the right candidates for a role.

3. Candidates Have Different Roles

People think that some roles are jobs they’re going to have for the rest of their lives. Employees were likely to stay at some jobs for 15 or more years. In the workplace today, a lot of employees get rewarded for being at jobs for just 3 years. That has changed for the better!

Nowadays people move from company to company and they change their area of expertise, too (example: a journalist wanting to change to marketing). There are many employees that see this as a good thing but employers may have a different idea of what works for them. Recruiting is something that can be expensive, so it’s important to work with people that are not likely to quit and change what they’re doing in the near future.

The challenge that’s there for recruiters that want to do well is that they have to let their clients know these candidates exist and then offer a workplace that caters to them and what they want to do for the foreseeable future.

4. Doing Safeguarding

As jobs start to not last as long and candidates start to be welcomed into new roles in different areas, safeguarding is something that will start to be more important.

In the future, there will be companies in different industries that will make job seekers send DBS checks in with their CVs. People all want to be safe at the workplace and DBS checks of a standard kind will help that to happen. The area of recruitment is going to be important when it comes to safeguarding a company in various lines of business.***