In 2018 and the following years, tools that automate the recruiter’s traditional responsibilities are poised to fundamentally change how they work.
How should you prepare for the future of recruiting?
These are three things recruiters can do to stay ahead of the curve, with free resources for each.
You may have gotten into HR and recruiting because they emphasize soft skills over hard, numerical skills. A baseline comfortability with numbers and statistics puts you in a position to adopt and understand new analytical tools and software.
Free online statistics courses are a great place to start establishing this baseline or brushing up old skills. Great options here are available through:
If you’re looking to explore deeper, check out the highly recommended Foundations of Data Analysis, Part 1: Statistics Using R from the University of Texas at Austin through edX.
While you probably won’t be doing much multiple linear regression, concepts like statistical validity are universally applicable and crucial for making decisions based on data.
It’s no secret that recruiting has become a close analogue to marketing. Concepts like employer branding, candidate experience, and candidate nurturing all have close relatives in your marketing department.
You probably read a number of recruiting blogs like this one on a regular basis. Expand into marketing blogs to stay up to date on the latest trends and issues in marketing; some of these are inevitably applicable to recruiting.
High quality marketing blogs include (but are not limited to):
Like with all blogs, your mileage may vary. The five blogs above cover broad range of marketing topics and are a great starting point.
The more you learn about your industry, the more credible you are. This directly impacts your ability to source and nurture high-quality candidates for your organization.
What this looks like is wholly dependent on your industry.
A recruiter in the financial services industry might want to learn about financial forecasting, or how interest rates are decided for mortgages. A recruiter in healthcare might want to learn how to treat fractures, or how health assessments are conducted.
What do financial forecasting or health assessment have to do with recruiting? Nothing. But knowing how your target audience talks is invaluable for communicating with them. It will help you sell your organization to hard-to-hire candidates - like physicians - or create email nurture campaigns that speak directly to your candidate persona.
Fortunately, the online learning industry has exploded: free knowledge and expertise has never been more accessible.
Remember: anything within your industry is fair game.