“Skills Hiring for the Future.” What do we mean by that? Over the next month, we’ll be rolling out a series inspired by Recruiting Daily’s recent podcast, Recruitment 2025. Five years from now may not seem like a very long time, but in the world of recruiting, the predicted tech evolution and economic shifts will make you happy your company is prepared.
Using the podcast as a springboard, our blog series will prime talent leaders for the future of skills hiring. Thought leaders in the talent industry as well as pros in skills development will contribute as we report on, and help shape, the future of talent.
So what does the future of talent hold?
There is fear of recession in the air. The U.S. is in its longest period of continuous economic growth since 1854. Due to the cyclical nature of the economy and current economic and policy factors, experts predict we will enter the next phase soon — an economic recession.
According to Capterra, some steps to prepare for recruiting in a recession include:
Bulking up Retention Efforts - Identify your best performers and who’s most at risk of leaving, and focus on targeted retention now.
Capitalizing on cutbacks - Identify the skill sets you’ve had trouble hiring because those may become more available with cut backs. Be prepared to scoop them up.
Having up-to-date recruiting technology - If you’ve held off on implementing new technology, recruiting experts believe now is the time to make the move before the downturn takes effect. This is not to scare you, but to encourage your company to prepare for not-to-distant future recruiting needs. It take times to implement AI systems and centralize data, so use the time you have now to your advantage.
A Focus on Mobile
Most Americans own smartphones and, according to Glassdoor, in the next five years over 70% of them will access the internet solely through their phone. So, to keep competitive, your job site must be as fast and user-friendly on mobile as it is on a laptop. It’s that straight forward.
Right now, many companies don’t have a high-functioning mobile candidate experience. The median time to complete a job application on a mobile site is almost double that of a desktop, so it’s not surprising that mobile users are 25% less likely to complete a job application on mobile versus desktop. If most people are applying for jobs through their phones in five years, and you don’t have a mobile site that makes it easy for them, you’ll fall behind. We recommend you focus on mobile or candidates will go to another company’s site that does.
Recruiting Functions with a Deeper Involvement in the Overall Business
Linkedin Business points out that many routine and repetitive recruiting tasks will become automated, and recruiters will need to take on new responsibilities. In addition to knowing the recruiting process and having sales skills, recruiters will need to be strategic thinkers, problem solvers, and data analyzers. They’ll need to develop data-informed recruiting strategies and inform and collaborate with business leaders.
Translating This to Skills Hiring for the Future?
Beyond steps you can take to prepare your recruiting program for the future, there are types of skills your recruiters should begin favoring in candidates so your company can thrive over the next 5-10 years:
Familiarity and comfort with data and tech
As Harvard points out in their article on future-proofing job skills, we are going through the fourth industrial revolution. Between the emergence of AI and machine learning, recruiters need most candidates to have a fundamental understanding and comfort for tech and data. Not necessarily data experts, or individuals who studied data or tech, but employees who understand the challenges and possibilities of this tech movement, and are willing (and excited) to embrace it.
Soft skills, like adaptability and empathy
Valuing soft skills in your candidates will help your company adapt to and excel under fast changes seen with a shifting economy and tech innovation. Employees will see new infrastructures, improved technology, and continuous learning. They’ll need to be flexible, adaptable, and empathetic, with problem-solving and critical thinking skills and an ability to influence and cooperate.
Creativity and a business-mind
According to a report by McKinsey, by 2030 there will be “a shift from activities that require only basic cognitive skills to those that use higher cognitive skills.” This partially is a result of automation, but also the growing speed and complexity of the business world. Higher cognitive skills include advanced literacy and writing, quantitative and statistical skills, critical thinking and complex information processing.
Stay tuned for more informed content to help you find, attract, and hire the best candidates for the future workforce. Reach out to us with any questions about how to prepare your recruiting team today!