9 Ways HR & Recruiting Technology Will Evolve in Next 4 Years

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Soon enough, we’ll have an idea of what the next four years at the White House will look like.

But technology is a bit harder to predict — and four years can have a dramatic difference in the products and services available for recruiters, HR professionals, and employers.

How will HR and recruiting technology evolve over the next four years?

1. Millennials will dictate evolution in HR Tech

Most of the 10 million Millennials entering the job market during the next three years will expect a far better candidate experience than today’s. This more-demanding “customer” of human resources dictates that HR technology be upgraded to initiate timely candidate interaction and utilize social media as a communication tool. Essentially, rather than the cold shoulder being given candidates now, evolving HR tools will deliver a digital handshake and a virtual smile.

Mark Babbitt, YouTern

2. Embrace social media, digital technology, online video hiring

With more and more applicants spending increasing amounts of their online time using social media, HR technology will find new ways to use the social space to find great candidates. Social media will be used to find a larger and more connected talent pool of candidates for companies looking for particular skill sets. While online video will be embraced as a better way to get to know these tech-savvy candidates faster and more personally than the traditional phone screens.

Josh Tolan, Spark Hire

3. Video & crowdsourcing will impact HR technologies

Because HR is always looking to lower hiring costs, HR technology trends will shift toward techniques that not only work, but also save money. Two dirt cheap techniques that are kicking up the recruitment space are the use of video and crowdsourcing in the recruitment sphere. Video allows employers to explain a lot of information to job seekers in a more engaging format that can also promote their brand. Crowdsourcing is basically a ton of free help in creating and promoting a job. Stay tuned.

 — Rob Kelly, Ongig

4. A shift toward social performance

The talent management industry isn’t currently keeping up with the demands of employees who want user-friendly performance management platforms. Social Performance is slowly seeing adoption across the workforce, and this will continue in the next three years since it’s easy to use and deploy–not only HR, but for every leader and manager–in order to drive autonomy and results. It’s also ideal in meeting the need for HR processes to be continuous, and allows for more informal feedback in real-time.

 — Morgan Norman, WorkSimple

5. Force HR to grow to a highly strategic organization

HR Technology is making our lives as HR practitioners much more efficient — even in spite of the huge learning curve that most professionals face in adapting to new technology. As HR Tech continues to collect and display metrics, more and more businesses will be able to make strategic business decisions as a result of these findings — not just from C-Level conversations that leave HR out.

 — Joey Price, Jumpstart:HR

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6. Social capabilities integrated into the platforms

When a candidate applies for a position, a HR manager or hiring manager will see the application and their social profiles as an integrated aspect of their application. For example, it will show what company the candidate worked at, the recommendations they received while at that position from his or her LinkedIn profile, recent tweets, and Facebook wall posts.

 — Sudy Bharadwaj, Jackalope Jobs

7. More advancements in technology, but focus on people will prevail

Technology has an important place in recruiting, but it cannot entirely replace human interaction. Technology will continue to enable quick and cost-effective recruiting through applicant tracking, screening, evaluating, and communicating. Smart hiring managers will use technology to their benefit, but recognize the need for in-person meetings and phone calls to discover who the candidate behind the computer is.

 — Michele St. Laurent, Insight Performance

8. Technology determining fit will Be critical

The ubiquity of a professional persona and the amount of structured and unstructured data surrounding it has created a massive problem determining signal from noise. The ability to create intelligent applications that leverage these data to quickly determine intent and fit will be critical to the success of any new recruiting technologies, otherwise there can only be incremental improvement to legacy systems.

Michael A. Morell, Riviera Partners

9. Employer value proposition, branding will be real recruiting difference

It will become much more like CRM and less tailored to the application of active job seekers. Employer value proposition and branding will be the real difference makers and the technology will evolve to support this. It will enable talent acquisition leaders to engage with a community of talent via multiple channels.

Larry Jacobson, Vistaprint


13 Comments on “9 Ways HR & Recruiting Technology Will Evolve in Next 4 Years

  1. Heather, great article thank you for sharing. I couldn’t agree with it more especially about the mentions of video. Not only does video help increase employment brand but online video hiring is becoming the new standard of hiring. Thanks again!

  2. How about Consumerization of technology FINALLY forces HR  software to user centred design rather than process centred?  We see the beginnings of candidate, employee and manager experience, but most applications still look internally in HR and try to automate our work or implement whatever “best practice” is the flavor of the month.  This is really an extension on the theme of the first point, but it goes far beyond recruiting!  We might even get to see customer experience maps of HR technology, where the customer is the employee, candidate or manager!

  3. Heather – great article! From my vantage point, it’s clear that HR tech is moving towards a UI-driven, user-focused model. Most legacy HR platforms are horrific to work with for end-users, frankly. That is changing, rapidly, as next gen providers use new technology to put users first. The other thing that will evolve is pricing. Legacy vendors need to be thinking about what happens when they can only charge 1/2 if what they’re used to getting.
    -Adam Robinson, CEO, http://www.hireology.com

  4. Some great thoughts here. Larry has an extremely relevant point. In my opinion, the best “social recruiters” in your company are your employees. Potential candidates love seeing more about the actual people they would work with. The ability to organize that effort, and present jobs that are more visual and interactive are key. Those qualities will make your jobs inherently social. Technology will lead the way in making that happen.

  5. Great insights.  I would suggest that the umbrella of mobile will become critical.  Social, branding, video, all drive towards the same result.  Winning the war for talent out there.  Wrapping these efforts into one platform will give organizations a competitive advantage.  Change management will be the challenge.  HR must embrace the change required, they’re already living it.

  6. Heather…kudos on a thoughtful, provocative piece. If I may, I’d just like to share some observations:

    I fully agree that recruitment methodologies must first focus on improving the candidate experience, making it more timely, interactive, and meaningful (on both ends of the transaction — candidate and recruiter).  While today’s conversation focuses on social media and text-messaging — and on specific tools and platforms, i.e., Twitter — I think HR would benefit from understanding how these new tools and methodologies have changed the way we communicate and interact, and what we need to do to adapt to these underlying changes. For instance:
    — provide a “meaningful” engagement that a candidate can conduct over a smart phone — from anywhere, at a moment’s notice, with full functionality.
    — accommodate the preference for texting, and more concise exchanges
    — give candidates the ability to demonstrate skills and acumen via an intuitive, real-time sequential process.
    — deliver instant results. As opposed to sending a resume into a “black hole” and never getting a response, candidates can get more immediate feedback on where they stand in the process.
    As you point out in item 8, it’s important that recruiters go beyond gathering information and place a greater emphasis on technology that embeds “intelligent decisioning” that can take appropriate action — from adjusting questions on the fly which sustain the engagement to its logical conclusion, to scheduling follow-up interviews.  I should mention that these abilities are not new, we have been doing this since 1993; the key over the next several years, as more millennials enter the workforce, is adapting this level of intelligent automation with the evolving communications culture.  I should add that it’s not just imperative from the standpoint of improving an organization’s ability to reach, engage and identify top level talent, but is increasingly important as an extension of the organization’s brand  — as the way an organization hires is a reflection of what the company is.  

  7. I’m with Norman, HR cannot underestimate the power of mobile. Would you leave your house without your phone? No. Mobile is better for HR and job-seekers. It’s the medium in which we’re becoming more and more accustomed to obtaining info. Start now and you’ll attract millenials. I know because I am one. ooOoO 90s child

  8. Really good article Heather. 10 million millennials will make their voice heard! This article was selected as one of Top HR Transformation articles for November ow.ly/fGvLZ

  9. Adding to #6 Integrated social platforms… this should include 1) corporate career site/employer branding , 2) candidate nurturing application like a talent community, and 3) the applicant tracking system — all integrated into one platform. The seamless integration is most critical for delivering a positive, easy to use experience to job seekers.

    Lauren Smith

  10. Heather – Great and incisive piece. I foresee a situation (hopefully not too many years away) when employees will be ‘King’. What I mean is that job seekers will attract a massive ‘pull’ or traffic from recruiters and employers on the basis of their skills and talents as well as their social capabilities as highlighted in #6. Employees will become more visible and be in a better position to ‘sell’ themselves or showcase their their ‘worth’. This might reverse the current trend where employees ‘run’ after recruiters as employees will be able to put themselves up in a ‘shop window’ via several social media opportunities/sites for recruiters to shop for them. My gut feeling is that this might be the future of recruitment.

  11. Hi Heather, Real good articles! Full wrapped and telling facts of our current conditions. I couldn’t agree with you more putting candidate experience to engage best talents for organizations. Thank you!

  12. Moral of the story – do it yourself! When we were looking to expand our freelance site, 3Desk, we wanted to take on new workers with IT talent. The jobs boards and recruiters failed us miserably. Ironically, we ended up setting up an entirely new website (www.3sourcing.com) so we could find the best people independently – an unconventional reaction born out of the frustration related to conventional methods! Most people accept the limitations of jobs boards and recruiters – whereas we actually did something (huge) about it.

    Introducing 3Sourcing, a new candidate database that cuts the time and cost of using recruiters, and allows employers to contact candidates directly – watch our cheesy Youtube clip to see how it works:


    Like what you see? Come, take a look and see if you can find the candidates you’ve been looking for, visit http://www.3sourcing.com. Only takes a second to sign in, using an email or LinkedIn (but don’t panic, we don’t store or share your details). Bon chance!

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