1) The talent market will continue to be candidate-driven

The “candidate-centric” strategy will continue over the next few years. And that means continued growth in recruitment marketing and inbound recruitment in particular. The candidate experience and the relevance of your employer brand will be more important than ever before.

Even now, four things are important:

Having a blog, watching, hosting, attending webinars or events are important.

Improving SEO efforts and company positioning will make it easy for candidates to find you.

Develop a long-term candidate development strategy to find the best talent.

Social listening and competitive research are important to analyse and beat your competitors.

Globally, and particularly in technology fields, there are more opportunities than there are qualified candidates to fill them. This means that your target as a recruiter will be 80% of the workforce who are not actively looking for a new job at the moment. And targeting “passive job seekers” is what will fuel this continued focus on candidates and the need for a solid recruitment marketing strategy for any company hoping to stay ahead of the competition.

2) The use of recruitment marketing automation tools will increase

Helping to market the employer brand and drive the candidate experience is what automation can do, and it is now becoming indispensable. Increasingly, specialists are realising that recruitment marketing automation is the way to get the word out. According to Linkedin, an estimated 75% of jobseekers are looking for potential employers before they even make direct contact with the company, which is why it’s imperative to have a strong employer brand and to show it off.

The ability to personalise communications, schedule posts in advance and monitor your social media presence from a unified dashboard are just three of the main reasons to implement a recruitment marketing automation solution.

Personalisation lets candidates know that you value them as individuals, scheduled posts tell your audience that you value their time and want them to get the value of your content consistently, and social media monitoring is absolutely essential to interact with your audience and answer their questions in a timely manner.

3) AI and advanced analytics will emerge as the key to recruitment success

Technologies such as artificial intelligence, machine learning and advanced analytics will continue to penetrate

With the increasing adoption of technology, particularly automation, comes an increasing amount of data. The ability to analyse data will become imperative to making the right recruitment decisions.

Every new system you put in place will bring in information about your candidates based on their contact details, location or experience. This combination of data can provide a valuable asset for targeting future marketing campaigns, improving your workforce and showcasing your company values.

Certainly, AI-based analytics will be able to extract all this data and make it easier for you to use these metrics to refine your strategy to better target the right people, in the right place, at the right. time.

4) Better tools and technologies will be key to improving the performance of your recruitment team

According to a survey by Linkedin, you can see the best ways to improve a recruiter’s performance over the next five years. Most people add flexible working options and offer training opportunities that would be effective, but the number one answer is to invest in better recruitment tools and technology.

Technology won’t replace recruiters, but it will reduce juggling and save time. For example, the video interview (with several questions) is a simple but good example. It can help you reduce your recruitment processing time: one video instead of three contacts with a candidate.

Adding any new technology can lead to implementation and adoption issues. Rest assured, recruiters should and will say what they think of the tools they will use, but one thing is certain, they want to be efficient.

5) Recruiters will bring more strategy to the business

Many recruiters are still working on executing a few simple tasks, such as sourcing, interviewing or closing candidates. It’s one thing to execute a hiring plan, but quite another to design the hiring plan. In the future, companies will be asking recruiters to do more, which includes having a vision of the potential impact. Problem solving, general business management and global thinking will be as important as your daily routine as a recruiter.

Already today, at the highest level of talent acquisition teams, over 35% come from a position outside HR. As a result, these new talents are able to decide much better how and when they are likely to add to the team. Of course, companies will need recruiters who do more: engaging with passive candidates, analysing talent data and having an inescapable attitude to thinking globally, being a master of new technologies to perform well in the future.