4 Predictions to Recruit the Next Decade of Talent

talent predictions

Earlier in the year we turned to our CEO, Sarah Nahm, to see what a look forward at the next decade of recruiting will bring. As artificial intelligence (AI) gains momentum, so does the need for companies to evolve their strategies to keep a human touch to their recruiting practices. Gone are the days of no measurement to prove the value of how and who you bring into your organizations. CEOs and your leadership teams are demanding more from you. And then there’s a whole new talent pool entering the labor market: Gen Z, with a different eye and tools needed to engage.

As talent leaders step up to own more in measuring pre- and post-hire, we reached out to some top experts to see what they’re focused on as they prepare for the next decade in recruiting.

Prediction #1: You’ll need to screen for a candidate’s emotional intelligence

Advice from Chris Muhall, VP Talent & Organizational Effectiveness, PointClickCare

“Over the next decade, the ability to demonstrate self-awareness, self-management, social awareness, and social competence will separate the best candidates from those with skills that can be easily replicated or automated. The challenge becomes: How can recruiters and hiring managers evolve their recruitment process to better assess for EQ?

While pre-hire assessments and behavioral interview questions will continue to serve a purpose, I believe there will be a greater emphasis on placing candidates in social situations to assess for EQ. Expect to see more interviews conducted over dinner, pre-hire job shadowing, and increased adoption of virtual reality to place candidates in common work scenarios. 

Although AI dominates the ‘Future of Work’ headlines, the best way to develop an indispensable skill set is to build your emotional intelligence first. And for what it’s worth — you’ll make for a better dinner companion, too.”

Prediction #2: You’ll need to take an omni-channel approach to engaging talent

Advice from Ty Abernathy, CEO, Grayscale 

“With attention spans on the decline, candidates will be increasingly drawn to authentic brands that communicate their message in conversational formats that are quick and easy to digest — though video, SMS, and social media. 

Recruiters will need to take an omni-channel approach to engaging with talent, leveraging video and social to attract talent, and real-time communication channels like SMS (or WhatsApp and WeChat for international recruiters) to engage talent and drive the process forward. Automation will play a major role in helping recruiters effectively leverage these channels to create a high-touch experience that scales. With a 98% open rate and 39% response rate on average, brands that adopt SMS are winning the war on talent, and will continue to do so over the next decade. 

Change is happening at a more rapid pace in recruiting than ever before, and today’s talent acquisition leaders should start experimenting with new ways of engaging talent to stay competitive.”

Prediction #3: Candidates will demand more transparency 

Advice from Elles Skony, VP of Talent Management, Centro

“I believe transparency is going to be the theme of the next 5-10 years for recruiting; transparency into actual day-to-day life at the company, transparency into the recruiting process, and transparency into what the company truly stands for.  

As the talent war continues, candidates are expecting more and more information about companies. If a company doesn’t have a video featuring the office and real employees on their website, they’re already behind. I believe full transparency into real life of companies is going to become critical in attracting candidates. This could include social media with employees featured (e.g. employee takeover of your Instagram), it could include live videos streaming on Facebook, whatever gets people an ‘inside view’ of the actual people and culture will become increasingly important. 

Candidates also will expect to know more and expect a personal touch as the competition becomes steeper, so transparency of process becomes important. Lever’s communication tools and campaigns will help us to keep candidates updated, constantly, and to keep them aware of new roles as soon as they open within the company. 

And lastly, transparency of companies as a whole will become more and more important in the decision making process. A company’s values and mission will be something candidates get smarter and more assertive in asking about and researching. If your website states you believe in doing the right thing, but your Glassdoor reviews contradict that, you lose the talent. Companies will have less ability to hide flaws and will be asked to share more and more proof of how their culture is true to their values before candidates will commit to them. 

A strong employer branding strategy, nurture and communication strategy within your ATS, and intentionally sharing stories and artifacts that tie to your values will create a successful recipe to be able to be transparent with candidates.”

Prediction #4: Building the best tech stack will give companies a competitive advantage

Advice from Christina Schmit, Director of Talent Acquisition, Renewal by Andersen | Esler Companies

“Top trends I feel we’ll encounter in the next decade of recruiting are central around technology and recruitment marketing. The best talent acquisition departments incorporate cutting-edge technology to streamline processes and maximize recruitment results. They use data to drive decisions and adjust capacity needs. We need to use technology to ‘go to’ the candidate via social platforms, allowing connections to take place via social chatting and engagement through quick videos. Technology will change in job ads. I have seen the spike in programmatic data driven job ads and campaigns. 

For Renewal by Andersen | Esler Companies, we use Lever as an integral part of our talent strategy. Lever allows us to have tools such as Zoom video interviews, nurture, social chatting, and metrics to drive data-driven decisions. 

Differentiating the employment brand in recruitment marketing will also become front and center for teams to focus on. A great branding strategy must meet the candidate and engage interest through creation of content, a compelling EVP, and short engagement videos. I predict we will have new tech means to view content and share company stories. Make no mistake, all branding should include an internal and external market; referrals will always be gold.

My advice? Keep creating content, networking, trying new approaches. Most importantly, focus on the people experience inside the organization and within the talent community. Stay connected to the best and follow thought leaders.”

Final thoughts: Predictions to recruit the next decade of talent

It will take companies with modern technology, advanced screening techniques, and a clear vision of authenticity to ring true to today’s candidates. They’re looking for more than just a place to show up and plug 8-9 hours a day. They’re also looking for a home and mission that they can get behind. A place that aligns with their goals and a vision for the future as well.

To learn more about how to recruit and find top talent, see our article on What Candidates Are Looking For from employers as we enter the next decade.