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Are you prepared for the future of recruitment?

It can be an ongoing challenge meeting the everyday needs of your business, let alone the future ones. But failing to re-engineer your resourcing processes for the future could result in costly mistakes, wasted time and, ultimately, losing your talent to your competitors. But how do you prepare for a future of the unknown?

According to PWC, 30% of jobs will be automated by 2035, yet according to McKinsey, up to 280 million new jobs could be created during that time. People are working longer, technology is advancing, priorities are changing, and no one truly knows how this affects the future of recruitment. However, what we do know is that you can futureproof your resourcing processes to succeed whatever tomorrow holds. How?

1. Examine your effectiveness

If your recruitment processes aren’t effective today, they won’t be effective in the future. Assess your current resourcing performance by analysing data including how many candidates are lost through the recruitment process, how quickly candidates reach the right levels of productivity and ultimately how long candidates stay with the business.


These figures can help you assess and improve the effectiveness of your current resourcing processes, changing factors such as who handles recruitment, how you attract and select the right candidates and how you strategically plan your workforce.  

2. Embrace knowledge

The best way to keep up with the latest and predicted resourcing trends is by regularly topping up your knowledge. In-house training, external seminars and benchmarking ensures that you’re legally compliant, you’re using the best methods for attraction and that you’re demonstrating the qualities that make you an employer of choice. 

And this knowledge isn’t only reserved for HR directors and executives. Basic recruitment training on hiring essentials, interview skills and bias-free resourcing can be delivered to your entire management team to ensure that everyone is future proofed and working in the same direction. 

3. Engage your talent

If you read our recent blog on the key takeaways from the Global Recruiter Summit, you’ll know that the recruitment industry doesn’t yet agree on whether job boards are dead, Instagram is the new hiring tool or if everyone will be freelancing by 2030. But what is does agree on is that whatever the best platform for resourcing in the future, candidate engagement will remain crucial to success. 

Your employer brand is what attracts talent to your vacancies and through your recruitment approach to their desk on day one. By perfecting your employer brand and candidate journey today, you can carry that attraction through to whatever attraction methods you use in the future. 

4. Utilise your data

Technology will advance, automate and disrupt traditional recruitment processes, but data will always remain essential to future performance. Recording and analysing your key recruitment metrics will enable you to highlight gaps in service, identify opportunities for improvement and determine areas where you need external support. Our recent blog from TALiNT’s benchmark summit describes the critical measures you should be using to truly transform your recruitment practice and pave the way to changing it for the better. 

Therefore, it’s essential to use a technology-led system that enables you to capture and analyse your end-to-end recruitment data. 

No one really knows what the future of resourcing looks like, but we do know are the resourcing fundamentals that will prepare you for it. If you’d like help future proofing and re-engineering your resourcing processes, get in touch today.