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recruiting trends 2017

55 Talent Acquisition Experts on Top Recruiting Trends for 2017

In a field like talent acquisition, predicting what’s to come is part of the job. To compete for the best talent, recruiters need to keep up with the latest in HR tech advances, as well as the changing ways that candidates look for work. We reached out to some of the top experts in the industry to find out what they think is going to be a game changer in 2017. In no particular order, here are the best talent trend predictions for the coming year:

“I expect to see a greater emphasis on employer branding and an improved candidate experience in 2017.” Kim MacNamara, Business Director, AshleyKateHR

“Even with an improving economy, businesses are still tight around resources. This has had a significant effect on expectations of top of middle leadership level, in particular Directors and VPs.

Directors and VPs in many companies can no longer be focused on being strategic leaders who don’t get involved in the execution and operationalization of work. There simply aren’t enough resources to allow for leaders who don’t ‘roll up their sleeves’ and get a little bit dirty in the work. In other words, companies are looking to hire leaders at those levels who can do both strategy and operational execution.” James Sudakow, Principal, CH Consulting, Inc. and author of Picking the Low Hanging Fruit…And Other Stupid Stuff We Say in the Corporate World

“As candidate engagement becomes even more challenging, due to recruiter spam and an increase in the noise generated by technology itself, I see recruiters who embrace ‘profersonal,’ the genuine mix of professional and personal, and hyperpersonalisation, making candidates feel genuinely appreciated, succeeding where others won’t. Those recruiters who ramp up their use of employee generated content will sky rocket in 2017 because people want to hear the genuine views of their peers over polished and scripted employer branding.“ Katrina Collier, Social Recruiting Expert & Chief Searchologist, The Searchologist

“For 2017, and every year after, this is all you need to know: The robots are coming, and indeed, are already here. Google the phrase “robots taking jobs from humans” and you will see article after article attesting to that fact. Such being the case, any and all job seekers should research their industry and discern how long it will be before automation makes their present day skills obsolete, and in the interim, they should be learning new skills that are less vulnerable to the great robot takeover.

Overall, blue collar workers in the automotive and textile industry who perform repetitive tasks, will be obliterated in the next few years. However, police officers, HVAC technicians, construction workers and plumbers will thrive because robots do not have common sense, don’t handle non-repetitive tasks well and have trouble with pattern recognition. (For example, they can see shapes, but do not always recognize what a cup is or a chair.)

For white collar workers to thrive in this new era, they should be intimately acquainted with the term “intellectual capitalism.” In a nutshell, it’s how you use things like imagination, leadership, problem-solving and other such intangibles to bring value to a company.” Jim Stroud, Senior Director, RPO Recruitment Strategies & Support, Randstad Sourceright

“Recruiters will be looking to fill shorter-term roles/gigs more frequently. Candidates should be open to gigs, especially if the gig is one that will build skills and experience. Recruiting for these types of gigs will necessitate a talent pipeline to fill more roles more quickly. This also means that job seekers need to better manage their online visibility through LinkedIn AND a personal website. This will help recruiters find the candidates.”  Hannah Morgan, Job Search and Social Media Strategist, Founder, Career Sherpa.net

“In 2016 we have seen campaigns by larger organisations further digitalise the resourcing process, focusing on candidate experience, application app design, anonymous candidate applications and linking employer brand with the overall recruitment strategy even more.

But what about all the companies where things are working well? What about the smaller companies that want quality candidates that cannot be reached via a fully digitalised app or talent acquisition strategy? In 2017, I foresee that many businesses around the world realise that their focus should be on getting that diverse team in place by designing and implementing their own resourcing path (and not duplicating a competitor’s), shifting focus and making sure that every individual gets the same opportunities, not just following what larger organisations, HR Tech vendors or institutes say. Or at least that is my sincere wish for the coming year.” Nicole Le Maire, Founder of New To HR

“Crowdsourcing will evolve into real-time, two way discussions. Technology platforms now allow an efficient way to promote employees and hiring managers and this is going to become essential to sell your corporate culture to those interested in learning more about you.” Rita VanderWaal, Center of Excellence Channels/Attraction Strategy, Talent Collective

“Recruiting success has evolved—it’s more than just filling reqs. I imagine a future where recruiters see their roles as more than just filling reqs, and even more than Talent Advisors. I see them as trainers and coaches, who are accountable for building hiring manager capability in their organizations. When we talk with top talent leaders, they consistently tell us their goals for 2017 include creating a culture of recruiting…a place where hiring teams feel real accountability for hiring top talent, and regularly engage in outbound sourcing efforts and work hard to improve their candidate experience. Getting hiring teams to engage around this can be a challenge, for sure.  Many hiring managers interpret some of our engagement tactics as “passing our work to them”—this is a broken mindset! Top passive talent expects—even demands—engaged hiring managers. Recruiters who can engage and leverage hiring managers, while also building the capabilities of their hiring managers (informal coaching, brown bag lunch-n-learns, training, feedback/metrics sharing, performance reviews), will be the ones who will thrive in 2017 and beyond.” John Vlastelica, Managing Director, Recruiting Toolbox and Co-Founder, Talent42

“The most relevant recruiting trend will be the usage of AI and continued focus on candidate engagement.” Dean Da Costa, SP, TSIS, STL, Strategic Search Technologist, Lockheed Martin

“I believe that piggybacking off 2016 trend that diversity in recruiting will still be a main focus. Most large companies already have diversity and inclusion programs in place. What the data and studies are continuing to show is that diverse teams perform better. Companies that are capitalizing on diversity have shown that not hiding from our differences but highlighting them and working together increased productivity. What I believe we are going to see more of is recruiting technology improving and paving the way to eliminate unconscious bias in the recruiting process from the way job descriptions are written, to using AI and Machine Learning in Applicant Tracking systems to help reduce the unconscious bias.” Jason Vogel, PHR, Experienced Recruiting Sourcing Manager, PwC

“On-trend companies and leaders know that professional and personal growth are inextricably linked. In 2017, we’ll see more and more companies that provide personal and professional development as a core part of their offering to employees. It’s going to be hard to hire without sufficient training budgets and sophisticated training programs—the building blocks that will help individual employees grow inside and outside the office.” Sean Kelly, CEO and co-founder, SnackNation

“1. In 2017 people are going to keep yakking about how robots are going to destroy recruiting. Texting is going to continue to become an ever-more popular tool during the hiring process but email will still rule the roost in terms of first contact.” @animal, Host, The Recruiting Animal Show, RecruitingAnimal.com

“I’ve spoken to many organizations over the past year that have indicated finding qualified talent is a challenge. I believe, in 2017, we will see organizations start to take some new approaches to sourcing candidates. Yes, mobile and social will continue to be popular (and a necessarily part of any recruiting strategy). But in addition, organizations will address the skills gap by partnering with colleges and universities. They will get creative with employee scheduling to ensure that they maximize productivity and keep employees happy. And HR will get actively involved in hiring and engaging contingent workers. Managing a contingent workforce will move up as a priority in 2017.” Sharlyn Lauby, SHRM-SCP, author, writer, speaker, consultant, and president of ITM Group Inc.

“The most relevant recruiting trend in 2017 will be employers’ accelerating movement toward talent acquisition sites and companies that offer an array of technology-based products and services.  The days of the single service supplier – no matter how good or inexpensive – are drawing to a close.” Peter Weddle, CEO, TAtech: The Association for Talent Acquisition Solutions

“One of the biggest recruiting stories of 2016 was Microsoft’s acquisition of LinkedIn. This move will continue a long-standing trend of removing middle men from the hiring process by allowing businesses of all sizes to connect directly with potential new hires.” Simon Swords, Founder, Staff Squared

“I predict the biggest recruiting trend for 2017 will be differentiating similarities. The job market is tight and many competitive companies offer similar pay levels and pay elements (incentives, benefits etc.). The most successful recruiters will be able to clearly communicate the differences between cultures, potential and key pay features. The small stuff will make a difference in 2017.” Dan Walter, President and CEO, Performensation

“I believe that 2017 will be the year of the job candidate. Candidates are more savvy today than ever before, so as the race for talent gets more competitive, brands will need to use every edge they have to reach their desired talent audience. This means companies, that aren’t already doing so, need to put their best foot forward and make a positive impression.” Cyndy Trivella, Manager of Marketing, SmartSearch and Events Manager, TalentCulture

“Recruiters will demand better collaboration between their various HR tech vendors. The promise of the full suite has yet to be realized, considering the average staffing team uses 10+ recruiting tools, so open APIs and seamless integration with partners is required to deliver better candidate quality by ensuring a better candidate, and recruiter, experience.” Ward Christman, Co-Founder and Chief Advisor, HRTechAlliances.com

“One-way video and voice interviews will be used as the primary screening tool for entry-level jobs, both because a) resumes and cover letters paint a very incomplete picture about a candidate while digital interviews help candidates tell their story in a way that’s just not possible with standard written applications, and b) it allows employers the ability to assess “fit” at the very earliest stages of the hiring process.” David Wieland, Founder / Chairman, RIVS Digital Interviews

“I see recruitment in 2017 trending towards a greater emphasis on culture fit. New tools and processes will crop up with the aim of lowering employee turnover through gauging culture fit early on in the recruitment and hiring process.” Elaina Ransford, Senior Content Strategist, Good&Co

“The most relevant recruiting trend for 2017 is the continuing shift towards databased decision-making in recruiting. Instead of assuming that past practices will continue to work, the best firms are now using data to determine which factors predict new hire success (i.e. learning ability) and which do not (GPA’s). Data is now identifying the most effective sources (i.e. referrals) and the many problems with using fit assessment, interviews and reference checking to predict which candidates will be successful in the job. Part of the shift to data also includes converting traditional numerical recruiting results into their dollar impact on corporate revenue.” Dr. John Sullivan, Professor of Management at San Francisco State University, Author, Corporate Speaker and Advisor

“The adoption of machine learning to recruiting, so the systems we use in recruiting will be able to best match job seekers with the best possible opportunities.” Ivan Casanova, SVP of Marketing, Jibe

“Trend #1. Recruiters will be even busier in 2017. According to LinkedIn’s 2017 Global Recruiting Trends report, which surveyed 3,973 talent acquisition decision makers who work in a corporate HR department in 35 countries, two of the top recruiting trends are that hiring volume will increase for many companies across the globe for 2017 and recruiting metrics, such as quality of hire and time to hire, continue to be very important.

Trend #2. Recruiters’ performances will continue to be measured by metrics such as quality of hire (length of stay & hiring manager satisfaction) and time to hire (time it takes to fill a job requisition).

According to the LinkedIn report, hiring volume will increase for many companies and across the globe for 2017. This means that there will be more demands for recruiters to meet goals and exceed expectations. Also, there will be a demand for sales, operations, and engineering talent. According to the report, for larger companies, time to hire is the top metric. For smaller companies (with less than 200 employees), length of time a new hire stays is the top metric.” Steve Nguyen, Ph.D., Leadership, Training, and Talent Consultant, WorkplacePsychology.net

“The recruitment and retention drivers of the past are a modern employee’s table stakes. To attract and retain top candidates, organizations will need to develop and maintain an extraordinary employee experience that sets them apart.” George Dickson, Content Marketing Manager, Bonusly

“The most relevant recruiting trend for 2017 will be a focus on finding the right employees by making it easy for employees to find you when they are ready to hear what you have to offer. This will mean improved social media and website careers portals that allow passive candidates to seek companies out, rather than the old-fashioned ‘cold calls’ via email and other more active techniques.

While the trend may sound simple to orchestrate, it will actually involve more behind-the-scenes work and technology. Analytics will help to identify the pages and places that your best employees heard about your company prior to applying.” Dave Rietsema, Founder and CEO, Applicant Tracking Systems

“We’ll see the first early efforts to combine more ‘human-like’ chatbots with AI Learning Algorithms to remake applications, interviewing, requisitions, scheduling, feedback to candidates, etc. and, literally automate most transaction-based, repetitive recruiting activities. Think Apple, Amazon and Google’s voices applied to recruiting functions.

Employers adopting these tools will begin to staff more TA operational, planning, branding and strategy positions than sourcing and full life-cycle recruiting positions. “admin’ openings will disappear. Only a handful will emerged in 2016, a steady stream is expected in 2017. And it will be a bellwether for us all.” Gerry Crispin, Principal and Co-Founder, CareerXroads

“In 2017 we’ll clarify the conversation around Employer Branding as employers and TA/HR professionals realize it’s about telling an authentic story about their specific and unique culture. Over the last several years, as we’ve become smarter about storytelling and the use of various channels targeted to our candidate audience, we’ve also, unfortunately, fallen into the trap of parroting and copying from others; we’ve told stories about our aspirational culture (‘what we WANT to be’) instead of our actual reality. Scroll through any job board or list of job postings and it seems that every company offers extensive professional development, beer pong, unlimited snacks, and work-life balance. We know that’s crap. Perhaps, most importantly, employers will realize that they cannot—and should not—try to be something they’re not. We don’t all work for sexy startups in San Francisco or NYC; sometimes we need to hire people for manufacturing or healthcare or hospitality jobs in middle America and we need to ‘speak our truth.’ And that’s certainly a lesson we’ve learned from 2016.” Robin Schooling, VP Human Resources, Hollywood Casino Baton Rouge

“I’m big on the trend towards artificial intelligence / bots that everyone’s been talking about and I think there’s going to be a lot of movement there when it comes to HR and recruiting.  We’re going to see different pieces of the recruiter’s workflow—identifying candidates, screening them, contacting them, scheduling interviews, and evaluating them—increasingly automated through the use of artificial intelligence, which will allow recruiters to focus on the activities that they are uniquely skilled at doing.” Michael Housman, Workforce Scientist in Residence, hiQ Labs

“During the last 12 months we’ve started to hear quite a bit about ‘the rise of the gig economy.’ I predict that 2017 is going to see a huge rise in the engagement of expert freelancers right across the board. I’m not just talking about short-term temp staff; I’m talking about companies starting to experiment more with expert contractors coming in at all levels and in all parts of an organisation for specific projects.

Organisations are starting to realise more and more that it’s no longer necessary to pay mega salaries for full time staff. It’s possible for an expert to ‘parachute in’ and work on a laser-focused project and then ‘parachute out’ again. Huge cost savings to an organisation (in terms of statutory costs, employment benefits, payroll taxes, etc.), but allowing a business to access to world-class talent as and when required.” Paul Slezak, Cofounder, Head of Marketplace, RecruitLoop

“I believe that employment branding will begin to move more from the now traditional methods of ‘showing’ to much more interactive methods of branding. New employment branding efforts will be much more individualized to specific skills and departments and allow prospective candidates to do more than just browse but to actually immerse themselves virtually in their potential employer environments. “ Ed Nathanson, Founder, Red Pill Talent

“The biggest trend of 2017 will be personalized employee benefits allowing employees to choose their own benefits and receive a tax-free monthly allowance from their employer to reimburse the cost. In order to hire and keep top talent, businesses will need to start treating candidates more like consumers. Surveys show that potential hires favor increased benefits over higher pay. In 2017, the concept of personalized employee benefits will apply to all types of perks—health, retirement, education, and more.” Rick Lindquist, CEO, Zane Benefits, author of The End of Employer Provided Health Insurance

“To attract top talent, companies will need to really understand their brand as an employer of choice. They will develop targeted recruiting campaigns to attract the type of person that best fits their ideal employee profile. A shotgun approach of attracting a broad range of new applicants will not produce the hiring results as it did in the past.

For example, a company might have a need for software engineers. By surveying the current employee population, they learn that their top performers are a split between recent-graduates and those with five years of experience. The recent graduate group was attracted to the company location because it is located near mountains and has outdoor recreation opportunities. The five-year group was attracted to the company for advancement opportunities. The company then decides to market its location and upward mobility as key differentiators in its recruiting efforts.” Charles Rogel, Vice President of Products and Marketing, DecisionWise

“Recruiters and hiring professionals are still looking at broadening their sourcing scope, which will lend to a boost in employee referral programs. Companies will continue to invest in HR technologies that will simplify their referral programs through automation and analytics.

To encourage employees to participate in referral programs, companies are putting the employee experience first. They are integrating technologies to simplify their candidate database, managing talent incentives to improve engagement in the referral program, and matching referred candidates to open roles that best fit them.” Kes Thygesen, Co-founder and Head of Product at RolePoint

“The focus of 2017 will be on hiring smarter, and that means using data like quality of hire metrics to improve the way hiring professionals source for talent and assess and screen candidates. With that, HR technologies are becoming more integrated than ever before, making a big impact on the entire employee life cycle—from pre-hire and onboarding to development and succession planning.” Andre Lavoie, CEO and Co-founder of ClearCompany

“My prediction for the most relevant recruiting trend in the coming year is an increased move towards data. Now that many recruiting teams established a more structured recruiting process, they are able to collect useful data that will help guide decision making going forward. For example, tracking candidate quality by source can help guide which sources a team uses in the future, and either save money on previously unsuccessful sources or create a case for increased budget to use the more effective sources.” Jacqui Maguire, Recruiting Manager, Greenhouse Software

“A demand for a diverse workforce and a technological explosion will revolutionize talent acquisition and management. This will disrupt the now-fractured 50+ year-old model of recruitment for every level all over the world. Recruitment practices must be able to combine talent and business, delivering immediate results that add value and maximize ROI.” Patty Hampton, Vice President and Managing Partner, Nonprofit HR

“The realities of Brexit are going to have a huge impact on recruiting trends in 2017—especially in light of Teresa May’s stated aim to control immigration from the EU. With more than 3 million now living in the UK who were born elsewhere in the EU, and net immigration last year standing at a record 327,000, what are the implications for businesses that rely on EU nationals to produce their goods, staff their coffee shops, manage their retail outlets, develop their software, crunch their numbers, drive research and innovation?

Amongst business leaders, there is a belief that the UK government won’t let this happen, and will find ways for companies to bring in key talent from overseas (probably at a cost—like the current visa system). But, to an extent, the ability to attract workers from overseas is outside of the government’s control. If the UK is perceived as less open, less friendly, less of an opportunity than other European economies, people will look elsewhere. There is already evidence that EU nationals, especially those who are mid-career or have hard-to-find skills, are already thinking twice taking up a position in the UK.

If the ready supply of employees from mainland EU dries up, is there enough slack in the UK workforce to fill the gap, or will companies be forced to rethink their business models? If companies decide to off-shore, relocate their businesses, or open satellite offices, where does that leave UK-based recruiters?” Sue Lingard, Marketing Director, Cezanne HR Limited

“I believe that recruiters and talent acquisition professionals will be faced with finding ways to go ‘old school.’ In other words, how can we personalize the recruiting process, and connect more with people as humans, rather than relying on technology—or worse, not communicating with them at all. Technology has great improved our ability to find, communicate, and share information with talent, but now candidates, employees and consumers are craving more personalized connections. Recruiters who can successfully utilize technology to identify the people that are the most viable options for the roles that they’re recruiting for, and then can engage and connect with them will see great results!” Jennifer McClure, President and CEO, Unbridled Talent LLC & DisruptHR LLC

“We will see a focus on more proactive networking and building vital long-term relationships. Even before a particular job becomes available, a recruiter may have a great fit in mind because they have taken the time to connect with professionals in that trade. A proactive approach allows recruiters to be aware of rising stars, instead of just posting an ad and being at the mercy of who responds to it. It’s also a valuable way to find someone who is not even actively looking for a new role.

Relationship-building helps to ensure a quality fit not only for the position itself, but also for the company culture—a key area to a successful recruitment and the ongoing well-being of a company. It’s often difficult to gauge a person’s true personality over the course of a few interviews where everyone is on their best behavior. Relationship-building gives the recruiter opportunities to know potential candidates on a much deeper level over a longer period of time.

While it may seem like a longer process on the front-end, this approach results in a better flow of applicants and a more informed hiring decision. It’s important to view the recruiting process and networking as brand-building opportunities to grow a company’s image, which is becoming more important to attract and retain talent. It can actually even be a resource-saving measure by building loyalty with the new hire and ultimately increasing job retention.” Lori Moynihan, SPHR, Owner, Moynihan Consulting

“In 2017 employers will begin moving away from highlighting ‘perks’ like gym memberships, free lunch, and dry cleaning services. Nowadays, these are considered table stakes for most competitive employers. Going forward, leading employers will need to begin offering more meaningful enticement to potential new hires by focusing on the full employee experience in the form of Health & Wellness, Learning & Development and Rewards & Recognition programs.” Josh Danson, Director, Content Marketing, Achievers

“Organizations need to balance their adoption of 21st century recruiting technology with the ability to make quicker, stronger human connections. While technology can certainly drive greater efficiency, clearer communication, and better candidate/job/organization fit, we must ensure that these efficiencies are not won at the expense of human connections, interactions and relationships. Identifying recruiting technology that ensures more effective and efficient processes while enabling more human relationships will win the hearts and minds of users on both sides of the recruiting equation.” China Gorman, Advisor, Speaker, Author

“Matching soft skills vs. hard skills and rise of artificial intelligence should be a next frontier in further development of ATS. Recruitment marketing needs a great tool in accomplishment to buzz around. Increase of remote hiring will require new competences from recruiters in evaluating and engaging candidates. Open API and mobile will continue growing.” Alexey Mitkin, Founder, Publisher & Editor-in-Chief, The HR Tech Weekly® Online Media Co.

“Currently, more than 40% of the U.S. workforce is made up of contingent/temporary workers, and predictions assert that by the year 2025, more than 50% of the global workforce will be composed of contingent workers.  It’s essential that employers realize these workers play a vital role in contributing to the organization’s success – not only because of their large numbers, but for the impact they have on productivity, customer continuity and the bottom line.  While the War for Talent continues to rage, contingent workers may be a source of future employees, but in any case, employers need them to be as engaged and productive as possible.  I’m heartened to see more and more forward-thinking leaders recognizing the valuable role these workers play and are including them in onboarding initiatives, recognition and incentive programs to insure their commitment and motivation remain high.” Michelle M. Smith, CPIM, CRP, Vice President, Marketing, O.C. Tanner

“I have directed or co-directed a nationally representative study of employers with 50 or more employers since 1998. In 2016, this study became the Society for Human Resource Management National Study of Employers. In 2016, we found:

  • The pressure to recruit employees for highly skilled job is increasing. In 2016, 78% of employers report that they are having difficulty recruiting employees for highly-skilled jobs, up from 61% in 2005. I would expect the competition for highly skilled employees to continue to rise in 2017.
  • While the pressure to employees for highly skilled jobs has risen steady, the pressure to increase entry-level, hourly employees has gone up, dipped, and then begun to rise again.  In 2005, 33% of employers reported difficulty with this kind of recruitment, rising to 39% in 2008, dipping to 24% in both 2012 and 2014 and increasing to 38% today. Recruitment for entry-level/hourly jobs appear to be heavily influenced by the economy, but I would expect the demand for this jobs to stay steady or rise in 2017.
  • When employers were asked why they increased their skill demands, 89% say the job has changed and 58% report that the job requires a higher level of productivity than in the past. In fact, 29% indicate that they increased skill demands because the quality of available candidates has risen over the past five years. Thus, difficulty in recruiting is largely influenced by the changing nature of work and the push for more productivity and I don’t expect that to change!” Ellen Galinsky, Senior Research Advisor, the Society for Human Resource Management

“With the increasing complaint that new workers do not have the soft skills necessary to be successful in the workplace I think companies will increasingly look at re-recruiting former employees. This gives them a known entity to recruit. Companies have loosened the prohibitions on boomerang employees and I think you will see a concentrated effort to get people back.” Michael D. Haberman, SHRM-SCP, SPHR, Consultant and Partner, Omega HR Solutions, Inc.

Specialization of recruiting tools & services. Similar to the maturation of sales & marketing tech industry, we are seeing a continued trend of niche recruiting solutions that focused on a certain type of hiring (ex. engineering recruiting), stage of the recruiting process (ex. background checks), or occupation (ex. attorney recruiting).

Increased focus on employer branding & company culture. In the current competitive market for talent, companies are investing more in marketing and branding solutions that helps them stand out versus other employers. Industry leaders like TheMuse and Glassdoor are changing the way candidates prepare and do their diligence on prospective employers, so branding & culture has become a major focus in the industry.” Jordan Wan, CEO, CloserIQ

“Technology has really changed the way people look for jobs, find love, buy houses and interact with friends, colleagues and loved ones. We live in a hyper social world. I see technology playing a major role in the recruiting world in 2017. The companies that best embrace recruiting technologies will win the war for talent. Recruiting analytics will play a big role in 2017. Online platforms and social media have revolutionized the marketing industry because of the analytics and measurement tools.  Those same tools are being applied to the recruiting industry. Recruiting campaign insights and candidate insights will drive more effective recruiting campaigns. Companies need to pay attention to open rates, click-through rates, social shares and platform effectiveness. These insights provide rich data for making better sourcing decisions. Tailoring campaigns for Twitter, Facebook, LinkedIn, email, SnapChat and other vehicles is becoming increasingly important. With four generations in the workforce it is important for companies to understand their target audience and leverage the appropriate medium to reach those candidates. Recruiters must be tech savvy and companies must invest in the tools and the training necessary for their recruiters to be proficient in using this new tool set.” Brian Formato, Principal, Groove Management L.L.C.

“Recruiting will either invite or incite the bots. To be clear, the ‘trend’ is the increase of the bots and other automation in the world of Recruiting. Chat bots can be expected to transition from a 2016 buzz phrase to more of a reality in 2017. Don’t worry, we’re not at true robots yet (at least in recruiting, anyway). However, the ability to serve up information to an active candidate in a conversational way without the need for human interaction will be important. It supports the desire of interested candidates to get as much information about a company before applying. Other applications of bots will also be identified, and we’re working with some of the software vendors to match business need to requirements. Automation in general will be a huge trend for Recruiting in 2017, with some of the more mundane tasks such as resume review being prime candidates for automation.” Jeremy Ames, CEO, Hive Tech HR

“Both the Gig Economy and the marriage of HR & Technology are opportunities if recruiters, talent acquisition professionals and their organization leadership can collaborate in adjusting some commonly viewed traditional roles in their organizations. There are some predictions that by the year 2020, 40% of the U.S. workforce will be freelance (gig) workers. Technology is and has been making an impact in the world of recruiting and HR for a while, from gaining talent capability insight from technology to the entire sourcing, selection and in some cases on-boarding of workforce additions. The expectation for 2017 is the strengthening of the marriage, as we move closer to flexible and mobile work becoming a way of life not just a trend.” Charlene Fitzpatrick, Principal, The HR Girl, Inc.

“I believe the biggest trend for recruiting in 2017 will have less to do with recruiting and more to do with engaging and keeping the talent you have. More and more businesses are realizing the value of engaging their workforce and building a workplace people are proud to work in. I see companies focusing on retention with a renewed passion.” Sabrina Baker, SHRM-CP, PHR, HR Consultant | Recruiter | Speaker | Trainer, Acacia HR Solutions

“In 2017 I expect to see more employers trying to leverage recruitment marketing tools to personalize the candidate experience. So much of what we have seen historically has been a “post and pray” job ad or some sort of uniform, standardized process that doesn’t take into account candidate fit, qualifications, engagement, etc. More and more companies are adopting recruitment marketing systems to help them bridge that gap, and it’s going to hit a critical mass in 2017.” Ben Eubanks, SPHR, SHRM-SCP, upstartHR, We’re Only Human podcast host. HRevolution cofounder

“Technology has made it easier and less costly for companies to adopt the latest tools for recruitment and talent acquisition. In 2017 employers will look to improve their candidate experience by adding technology to their process.” Justin Lowe, Director of Marketing and Sales, The McQuaig Institute

“A top recruiting trend we’re seeing for 2017 is a shift between social media platform use. For years, we’ve seen recruiters use LinkedIn as a primary tool to find passive candidates. As this continues to become more saturated and competitive in the war for talent, we believe recruiters utilize other social media platforms such as Facebook, Instagram, and Snapchat to find passive candidates on a much greater scale.” Monica Berkstresser, Recruiting Consultant, Helios HR

“2017 will bring the widespread adoption of talent rediscovery solutions and the shift in recruitment advertising away from job boards to a  targeted and responsive media strategy.“ Brian Pietras, Head of Technology Ventures, HAYS Recruiting experts worldwide

“It’s time for recruiting to own the ‘expert negotiator’ role in talent acquisition and retention. Before anyone snap-answers ‘we already do!,’ consider whether you are the messenger or if you are actually the negotiator. At what point do you require permission, approval, and/or additional oversight for an offer to a prospective candidate? If you are in a competitive hiring market (reminder: you are), time is currency.

The offer is normally delivered after a look at internal equity, external market data, and conversations with the hiring manager. When that original offer is countered, what is your response? If it sounds anything like a car salesman (‘wow, I really need to run these numbers by my manager’), a few things happen in an instant.

  1. You became a messenger, not a negotiator.
  2. You lost precious currency with the candidate.

I understand, it’s not ‘our’ money, so this isn’t a call for reckless spending. Have these mock discussions with the hiring manager before the offer is ever presented ~ know your parameters, explore any additional sweeteners that could make the difference, and know your exit strategy when the offer becomes untenable. Don’t be satisfied with being a messenger.” John Reaves Whitaker, Vice President, DentalOne Partners, Contributing Author, HRHardball.com, FistfulOfTalent.com

About the Author Kelly Love Johnson

Kelly Love Johnson is Content Strategist for Jobs2Careers. She's also a shower singer, TV watcher, pop culture junkie, and habitual smirker. She's passionate about helping people find their dream jobs and closing the wage gap. Her book, Skirt! Rules for the Workplace: An Irreverent Guide to Advancing Your Career, was published by Rowman & Littlefield in 2008.

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