The report, titled The future of recruiting, found that people responsible for recruitment will need to shake off their creatures-of-habit psyche and focus more strongly than ever on getting the right hire to boost retention.
It said that, over the next five years, the core skills needed of recruiters will increasingly be the ability to engage passive candidates, analysing talent data and the ability to efficiently and effectively advise business leaders and hiring managers around these insights.
“Historically, recruiters have been creatures of habit,” said Amy Schultz, director of talent acquisition at LinkedIn.
“That’s helped them succeed at tasks like filling reqs, but it’s not what will elevate them in the future.
“The best recruiters will be curious and adaptable, with a learning mindset.”
LinkedIn suggested that standard learning and development resources may not provide the depth of insights required.
Indeed, the report said that “talent analytics” roles have more than doubled since 2014, growing by 111 per cent over the past five years, as employers seek better and more detailed insights into prospective new employees.
Meanwhile, the growing need to engage passive candidates repeats the advice to employers from Rafael Moyano, head of The Adecco Group Australia, who told the My Business Podcast that the desirable workers tend to be receptive to new opportunities, allowing employers to get in before these workers actively start seeking out a new job.
Yet the report quoted John Vlastelica, managing director of US-based agency Recruiting Toolbox, as suggesting that recruiters are failing to keep up with the needs of business.
“Competition for top talent has gotten fiercer, so recruiting has taken on a new urgency. But I don’t think we’ve stepped up yet the way business leaders want,” he said.
That was despite a 40 per cent surge in the demand for recruiting professionals in Australia since 2016.
According to the report, the top priorities for recruiting over the next five years will be:
- Keeping up with rapidly changing hiring needs
- Keeping up with recruiting technologies
- Showing business impact of recruitment efforts
- Leveraging data more effectively
- Influencing business leaders
That will involve recruiters and hiring professionals becoming “less like salespeople and more like businesspeople”, it said. And that recruitment heads going forward may actually be new to recruiting, instead bringing more of a business background to the role.
“More recruiting leaders are coming from outside of recruiting and bringing this highly analytical, business leader mentality — that’s going to shift how recruiting is viewed and how we work in the future,” said Jennifer Shappley, senior director of talent acquisition at LinkedIn.