Preparation is Key: What to do When You Can’t Predict the Future

Attracting Qualified Candidates

You can’t predict the future, but your company must have a talent acquisition plan to attract qualified candidates and prepare for the future.

Outside of a crystal ball, there really aren’t any surefire methods for predicting the future. With or without psychic powers, there are some other ways to stay on top of the recruiting market as time passes. It may sound like we’re oversimplifying, but it’s critical to be on top of future advances in the recruiting industry to stay ahead of the curve. Early adopters to new methods and emerging technology get a head start on attracting qualified candidates.


Efficiency is the Name of the Game

The future is all about increasing efficiencies in every process. For recruiters, it’s the hiring process. Many companies and candidates are slow to act on opportunities and can potentially miss out on that next position or top hire. Building more efficiency into your recruiting process will pay dividends down the road, and might be as simple as setting up automated email responses or installing a chat bot on your website.

One such efficiency is building a pool of strong and competent candidates for the future. Your firm can set itself up for success by keeping doors open when candidates don’t work out. If you try to place a qualified candidate and they accept a different position or decide that the current offering isn’t quite what they want, they should be added to your passive talent pool. Down the road, that perfect opportunity may come up that will pull them away from their current position.

It’s not quite a talent pool, but it’s a bit different than a professional network. You’re building your own network of passive candidates who already know your team, and in turn, you know their skills better.


Artificial Intelligence

The onset of AI has a lot of people worried about automation pushing them out of a job. Many hiring managers are already using AI for their preliminary screening. Recruiters need to establish the human side of their trade going forward to not only secure their jobs but also ensure that the human element isn’t lost or slowing down the adoption of new technology.

While some people are worried about AI pushing them out of a job; its uses point more toward freeing up your team members’ time to apply their unique skills. Taking tedious and monotonous tasks away from your team opens more time to build relationships, negotiate offers, and close deals; all things computers haven’t figured out how to do better.

If you’re ready to get ahead of the game and build a more proactive recruiting process, check out our eBook; “How to Build a Proactive Recruiting Plan.“


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