The recruitment trends to watch out for this year

Last year, the recruitment industry was plagued with the fear of automation, an abundance of tinder-esque apps and a huge increase in the number of agencies.

Heading into 2017, the Futurestep division of Korn Ferry has released their predictions for future trends ready and waiting to spread into the industry.

Futurestep’s CEO, Byrne Mulrooney, believes that the ubiquitous presence of technology in the talent world will continue to leave a bigger digital footprint this year: “It doesn’t matter what industry our clients are in – everything from manufacturing to professional services and retail – every company can now be classified as a technology company,” he muses. “This has forever changed the way talent acquisition experts do their jobs, and what candidates have come to expect.”

The ten predicted trends can be seen below:

1. Rise of the Gig Economy

Reports predict that by 2020 around 40% of the American workforce will be contingent workers, or independent contractors, with the workers desire for diversity and flexibility two key motivators fuelling “the gig economy.” In some organisations, there’s a shift to hiring a contractor to complete a task rather than hiring an individual.

Futurestep cautions organisations against thinking about cost when hiring contractors: “Don’t expect to pay contingent workers less than full-time employees,” warns Jeanne MacDonald, Global Operating Executive and President, Talent Acquisition Solutions, Korn Ferry Futurestep. “While their hourly or contract rates are often more than salaried employees, employers are paying for a unique skill that only a few select people can bring to the table.”

2. Programming the Robot

Technology is changing sectors, from call centres to manual workers, employees will now require a new skillset; learning how to program the robots. Korn Ferry predicts a move to more highly specialised on-the-job training to help workers shift to new roles.

3. Location, location, location

An increasing number of businesses are moving company headquarters and facilities closer to specialised and available talent. For example, Dallas has become a favourable place for corporate relocation due to its solid highway system, favourable tax base, central location and niche talent.

However, organisations will continue to look outside the boundaries of their own countries for job opportunities. In the UK, around one in five nurses recruited in 2015/16 were non-British EU nationals. In addition, 72% of UK professionals in the technology sector would consider an international move with 23% actively looking to make a move overseas.

4. Hey Big Data!

Administrative tasks that were traditionally completed manually by talent acquisition experts, such as applicant tracking, are now being streamlined through Artificial Intelligence (AI) and Big Data.

Korn Ferry believes that this will free up time for recruiters to work closely with HR and talent acquisition leaders, which can offer a more in-depth, longer-term workforce planning approach, as opposed to “just-in-time” recruiting.

5. You’re the one

To help simplify big data, many clients are moving to one integrated smarter platform for all of their HR needs. However, there will still be a requirement for local recruiters and HR specialists who can understand regional nuances.

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