As we lead into 2016,
recruiting to build a competitive workforce is more important always. Staying
on height of trends and the new studies and surveys that reveal the most
effective techniques and practices in recruiting is just as important for us.
The future of work effects the future of recruiting, and these are developing
now. Imagine that what recruiters, candidates, seekers, and employees will be
doing and where they’ll be working in the next 5 to 10 years.
Algorithms vs Recruiters
There is a trend toward automating hiring
that we are getting near to in 2016. Companies evolving software to automate
hiring target to eliminate bias and favouritism, in
interviewing and hiring, reduce recruiting cost, and speed up time to hire. Krazymantra use
data, business smartness, blind skills evaluations, and smart sourcing to
improve recruiting parameters while lowering costs.
Future Work Skills
The future of work is being nicely shaped by
disruptors developing today, and employers and managers have to adapt to these
developing realities. They will require to start business with new types of
skills in candidates and in their workforces. Research by the Institute for the
Future shows that extreme longevity, smart machines and systems,
programmability, new media environment, superstructed organizations, and a
widely connected world are fastly evolving work and work skills.
People live longer, our daily lives and activities are
more connected and programmable than ever with WiFi and the Internet media, and
new media is changing how we interact and perceive things. Superstructed
organizations are developing from the use of new market and social media which
have enabled collaboration on a level not achievable before now. Greater
combination across geographic borders has created rapidly spread global
connections.
Recruiters in the closer future will be looking
for the following skills for the future:
• Sense making – the ability to understand
deeper meanings than what is apparent
• Social intelligence – ability to concate with others on a deeper level for desired interactions
• Novel and adaptive thinking – ability to problem-solve quickly and responsively
• Cross-cultural competency – ease of operating in different cultural settings
• Computational thinking – ease of understanding and use of data
• New media literacy – ease and familiarity with new media forms for communication
• Interdisciplinary – the opposite of specialization; literacy to understand concepts across disciplines
• Design mindset – ability to design work processes for specific outcomes
• Cognitive load management – ability to process information efficiently and understanding how to use tools to understand and perform work
• Virtual collaboration – ability to work well virtually with others
• Social intelligence – ability to concate with others on a deeper level for desired interactions
• Novel and adaptive thinking – ability to problem-solve quickly and responsively
• Cross-cultural competency – ease of operating in different cultural settings
• Computational thinking – ease of understanding and use of data
• New media literacy – ease and familiarity with new media forms for communication
• Interdisciplinary – the opposite of specialization; literacy to understand concepts across disciplines
• Design mindset – ability to design work processes for specific outcomes
• Cognitive load management – ability to process information efficiently and understanding how to use tools to understand and perform work
• Virtual collaboration – ability to work well virtually with others
New
Work Environment
Employers, recruiters, and hiring managers
today are starting to see the effects of these developing conditions that are
polishing the future of recruiting and work. Recruiting is morphing from mobile
and newspaper sourcing to the Internet media and applicant tracking software to
social recruiting and recruiting marketing trend. The nature of a lot of work
performed has changed from manual workers to more knowledgeable workers.
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