Not All Recruiting Trends Are Created Equal!
I’m super excited to be speaking at the Recruiting Trends & Talent Tech Live! conference in Vegas on Feb. 20 through 22, 2019. In fact, I’ll be speaking on my birthday! I’ll be 27-ish! So, you have to come to Vegas and buy me a free drink. In fact, this isn’t confirmed yet by conference-owner LRP Inc., but they are seriously considering changing the name of this year’s conference to “Tim’s Ultimate Birthday Bash + Recruiting Stuff!”
Doesn’t that sound completely awesome? I want to do one of those foam dance parties!
What am I going to be talking about? The trends in recruiting and talent acquisition technology that we should be paying attention to, and a few that we should probably stop paying attention to!
Recruiting: Now the Single-Most Important Function
My buddy Kris Dunn, in my new book The Talent Fix, wrote: “Tim Sackett has done 10,000 sh*tty HR tech software demos, so you don’t have to!” He’s only slightly off on the number! Ten thousand is a lot—it’s probably more like a thousand. I’m a complete geek for recruiting tech, and I’m constantly working with my own recruiting tech stack, so I speak as a practitioner. I also speak as a leader who’s got to figure out how to make my team more effective and efficient while working with a limited budget.
So, one of the trends I’ll definitely be talking about is what recruiting technology is worth your money and which ones are probably worth waiting on. What we all know right now is that the recruiting technology space and innovation are moving so fast, it’s causing all of us, even those who geek out about it, massive amounts of confusion. Should we automate this part of our funnel? Should we be using chatbots? Where should we focus A.I. integration in the stack? What’s on the horizon that we need to keep our eye on? The list of questions in my own mind is endless!
I’m not one to try and over-complicate recruiting and recruiting processes. It’s not like we’re trying to launch the space shuttle. At its core, recruiting today is no different than recruiting decades ago. If we break it all down, we have jobs on one side, we have candidates on the other side, and we need to find ways to match those two pools.
The difference that’s causing the most commotion right now is historically low unemployment, which has put talent acquisition at the forefront of most business-strategy conversations. Recruiting has gone from a function in HR to maybe the single-most important function in any business, in about a decade! I haven’t met with a CEO or COO of an organization in five years where this wasn’t the No. 1 topic they wanted to discuss.
Evolution of the TA Leader
When I think about trends in talent acquisition, one of the biggest that no one is talking about is the evolution of the talent acquisition leader in organizations over the past decade. It used to be that a corporate TA leader was probably someone doing a drive-by in their HR career—and not a drive-by they were looking forward to!
If you look at the most successful organizations in the world today, you’ll almost always find a dynamic TA leader, and most likely, that leader has never spent one day of their career in a traditional HR role. Some of the greatest TA leaders I work with today didn’t spend a single day in a traditional recruiting role! Turns out, if you can run a tight, productive operation of any kind, then you probably have some great skill-sets to run a recruiting function.
Another trend I’m seeing globally is how corporate TA shops are beginning to build their own internal recruiting agencies. For years, many on the corporate side of the fence discounted this. Agency recruiting is a $3 trillion business, but what the heck do they know!? Corporations are finally starting to pay attention and throw aside the belief that “our” recruiters don’t recruit “that” way.
Which way is “that” way? Oh, you mean, do actual recruiting!
When I look at the greatest corporate recruiting functions, I’m seeing dynamic recruiters and sourcers who rival anything you’ll see on the agency side of recruiting. We see recruiting departments with great technology stacks, great measures and innovative ways to compensate and reward those on the team that performs the best. What we are beginning to see are corporate talent acquisition shops that are no longer a cost center to the organization, but ones that are driving the future of the organization.
Today’s corporate recruiting shops are not the personnel departments our parents ran. This isn’t your grandpa’s Oldsmobile!
So, make sure you put Recruiting Trends & Talent Tech Live! on your calendar for February 2019. Go out and buy me a super-nice birthday present, and I’ll see you in Vegas to talk about all the talent trends that matter!
Tim Sackett is the president of HRU Technical Services and blogs at The Tim Sackett Project. His Recruiting Trends & Talent Tech Live! mega-session, Not All Trends Are Created Equal, will take place on Feb. 22 at Caesars Palace in Las Vegas. Go to www.recruitingtrendsconf.com to see the full conference agenda.