The document discusses trends in recruiting and talent assessment. It notes that recruiting has become more complex due to the explosion of new assessment tools driven by cloud technology. These tools assess a candidate's potential rather than just their skills and help companies better identify top talent. The document also discusses how big data and social media are changing recruiting by allowing companies to learn more about candidates and engage with them online. It suggests recruiting in the future will rely more on blending people-focused recruiting with business strategies, processes, technology, and data insights to provide a competitive advantage.

1. The Complexity of Recruiting
a sneak peek into some key trends that
will continue to shape the future character & complexion of
Talent Spotting
The biggest challenge for today’s recruiter is that the job of
nding talent has become more complex. The scenario augurs well for the
science of human assessment. Driven by the power of the cloud, there is a
virtual explosion of new assessment tools by service providers which is
shifting the “Talent Spotting” paradigm based not on brawn, brains or
competencies, but on potential.
Hottest Companies in this Space
SkillSurvey Evolv Kenexa-IBM
Checkster DDI Hogan PREVISOR
PeopleAnswers SHL Wonderlic
Pre - Hire Assessment Tools
Personality Tests Cognitive Ability Integrity Knowledge/Skills
Situational Judgement Tests(SJT) Simulations Structured Interviews
Packaged Solutions Assessment Centres Realistic Job Previews
Data Driven Recruitment
Neil Griths of Futurestep, wrote in his introductory
note in a seminal white paper by Dave Mendoza;
“it seems the coming years will see the rise of what we call
‘Futurecasting’: the ability to interrogate ‘Big Data’
generated by the increasingly social digital world, and to
begin basing hiring strategies and tactics on the new
insights that are created.” Recruiting is fast becoming
the #1 application for Big Data in HR aka Work-force Science
The possibilities presented by the application of Big Data principles
in the recruitment process could include:
Digitization of Recruitment
The interplay of social media tools, video, big data,
analytics, cloud based products mobile recruiting
platforms is creating an interesting potpourri of
resources geared to enhance our ability to nd
‘top drawer talent’. THE EXPONENTIAL GROWTH
OF THE SOCIAL MEDIA, from blogs, Facebook and
Twitter to LinkedIn and YouTube, is fostering a new kind
of conversation between organization job-seekers,
challenging established recruiting paradigms while
creating new opportunities for organizations to
engage with their TALENT PROSPECTS, as the statistics
below from a Social Recruiting Survey by Jobvite in
2013 reveal
SOCIAL RECRUITMENT’S IMPACT
Social Recruiting has enhanced the way organizations find and select candidates
Percentage of Improvement in
Best Social Networks
LinkedIn is the most popular platform to vet candidates, with Facebook Twitter holding strong behind
94% 65% 55% 20% 18% 15%
LinkedIn Facebook Twitter Company Blog Google+ YouTube
Better Insights = Better Choices
Each Channel serves a niche purpose for the recruiters
-------------------------------------------------
Professional Experience
Length of Professional Tenure
Specic Hard Skills
---------------------------------------------------
Cultural Fit
Professional Experience
Industry - Related Posts
________________________________________________________________________________
With a variety of channels to chose,
organizations have the ability to customize their
messages to the platforms they are using. Most
recruiters have particular uses for each social network
96% 47%
Search for candidates Showcase employer brand
Recruiting Revisited: The New Recruitment Models
There are some denite emerging trends in terms of how progressive companies some
world-class recruiting organizations are re-orienting their operating models.
A sneak peek at some of the new recruiting models of today
Role Specialization Enterprise Recruitment Models
Marketer
Business Partner
Workforce Planner
Community Builder
Recruitment Technologist
Outsourced Generalist
Centralized Decentralized
Social Media Expert
Direct Sourcing Networking
BUSINESS
ALIGNMENT
Recruitment
Time to Hire
33%
Quality of Hire
49%
Candidate Quality
43%
Employee
Referral
32%
Strategic Sourcing
Building Critical Talent Pipelines
Improved Workforce Planning
Best Sourcing or Advertising Channels for Hiring
Remove Biases from the Hiring Process
Recruitment is, and will remain a people centric function but its future promise to
provide competitive advantage would lie more at the intersection of people with
business, process, technology organization strategy
Sources/Photo Credits:
State of Social Recruiting in 2013; Jobvite
wlablack: Shutterstock Author
Zooco: Shutterstock Pradeep Sahay
Quka: Shutterstock