Global recruitment company Futurestep’s predictions for a year of economic recovery, released in January, makes interesting reading for those of us in the industry. Based on insights from 17 global experts, the list reflects trends that have emerged over the past 12 months and look likely to dominate over the coming year.
It comes as no surprise to us that Futurestep’s state that technology as a whole will continue to set the agenda in 2014, particularly in the areas of data and social media. Futurestep is expecting innovation within recruitment to gain greater momentum this year, widening its remit to drive change, improvement and forward thinking.
The trends the organisation believe will shape the recruitment and talent management industry globally in 2014 are:
1 Business will start hiring for tomorrow – not just for today
Forward-thinking companies are already realising that hiring for today’s skills means workforces could become quickly outdated. There will be a drive to take stock of the current talent within organisations and seek out ‘hidden talent’ through audits, with the necessity to develop a 21st century competency framework. Where the challenge of finding specialist skills is felt most acutely, businesses will need to ensure they have the human capital in place to drive growth.
2 Mobile recruitment will finally take off
In 2014, the larger players will develop their own innovative solutions – and many of those smaller companies look set to be bought up. As mobile computing goes from strength to strength, this sector within recruitment will inevitably continue its growth, with more and more applications and functionality related to talent management becoming available on these devices.
3 Big data will drive real decision-making
New services are emerging that can analyse and sort the mass of data held within the World’s biggest companies – meaning big data can start to play a grown-up role in the world of recruitment. For 2014, the challenge and the opportunity will not be around collecting big data, but using it to inform strategic business decisions and demonstrate the ROI of recruitment activity. In the same way that marketers use loyalty data for targeted marketing, recruiters will begin to use it to find talent.
4 Smarter sourcing will win the day
2014 is likely to be the year when more organisations wake up to the possibilities offered by the many sourcing tools and tactics that are open to them and start to develop sophisticated approaches about when and how to deploy them. Targeting top-tier passive candidates is increasingly recognised as a priority for the modern talent function, a fact which drives home the need to develop strong employer branding and build engaging talent communities. Companies are beginning to see the importance of investing in a multi-channel approach to sourcing and securing top candidates.
5 Expect more globalisation – but more localisation too
Businesses are thinking more globally. Customising global solutions based on the organisation’s global structure does not always mean one holistic approach to hiring, and for some businesses a regional strategy to recruitment may be preferable, adapting procedures as particular regions mature. In 2014, globalisation will become increasingly important for businesses that recognise the benefits (and threats) that come from the connected world we inhabit.
“There are several interesting start-ups in this [Big Data] space that I expect to make an impact in the coming year.” Bill Sebra, President
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