Do Better Hiring - The RecruitLoop Blog

What to expect in 2027? Predicting the Future of Recruitment

Editor’s Note: This is a guest post by Galina Panchenko – UX/UI product developer with SignalHire. Her opinions are her own.

Modern technology is developing with incredible speed in all spheres of life.  Sometimes we are even afraid to guess what computers or gadgets will look like in 5 years, so that prospect of creating a Martian colony and artificial intelligence no longer seems so far away.

It is often widely accepted that the sphere of recruiting is more about the human element than it is about technology. According to a recent piece of research around the future of recruiting, Social Media and Social Recruiting Software tops the list as the number one planned technology investment of 2017, with over half (52%) saying they plan to continue or increase investment. Employers believe that Social Media Marketing will be the most in-demand HR skill by year 2020, followed by Data Analysis and Predictive Modelling.

Nevertheless, the recent boom of databases and social recruiting also makes us think. So let’s fantasize together about what recruitment will be like in 5 or 10 years.

1. Computerization of database processes

The computerization and robotics in recruitment will eventually replace many of the functions that a recruiter has to do alone today. The scope of attracting the irreplaceable specialists will be narrowing, several jobs will disappear, especially for technical personnel. It is also quite feasible to create a number of leading employment publications, where the jobs will automatically be submitted from a common database, so the existence of job boards will continue.

The Big Data phenomenon and large recruiting platforms like SignalHire will begin to develop with incredible speed and completely absorb the market for collecting candidate profiles.

Even if artificial intelligence will not replace recruiters, an incredible amount of data will need to be optimized to improve the work on candidate profiles. Nowadays talent acquisition technology can optimize the search process and speed up the connection with the candidate through direct channels (social networks, personal mail, mobile number), which the software collects in one place from different sources.  

“To date, the process has required human attention to detail and is prone to error as a result.” According to Sean Falconer (Co-Founder and CTO at Proven.com), an AI bot has the potential to alleviate some of these pain points (resource www.linkedin.com/pulse).

Some innovative services have technologies for creating various chat-bots and artificial intelligence for initial contact with the candidate while also supporting the hiring process.

Data Scientist’s Ji-A Min research says: “After SAP opened up their university recruitment, they received more than 50,000 applications for sales positions. Even if a recruiter spent only 6 seconds per resume, that’s still more than 83 hours spent just on resume pre-screening. Yet SAP saved more than $370,000 in costs a year with their new recruitment system. How? By replacing manual pre-screening of resumes with automated online assessments and saving their recruiters hundreds of wasted hours.” (Resource www.linkedin.com/pulse)

Thus, on the one hand, AI technologies are being designed to large corporations save on recruitment costs, but, on the other hand, can lead to the fact that a large number of employees will simply lose their jobs if AI will ultimately replace the recruiter completely .

2. No more resumes and profiles

There is a possibility that in 10 years everyone will have a device with full information about themselves. This will save a candidate from having to create a resume and filling in different questionnaires every time they apply for position.

Could recruiting platforms with their chatbots ultimately turn into personal consultants searching for each candidate?, Could the concept of a recruitment agency disappear?

3. Recruiting through internet technologies

We cannot avoid the importance of the Internet when it comes to predicting the future of recruitment.  

In the near future, internet technologies will see a colossal development, while access to all the kinds of resources will significantly increase. This fact can significantly complicate the work of recruiters in attracting candidates. Many experts believe that Internet technologies have a great future. Internet recruitment can greatly accelerate and facilitate the business process and will solve two main tasks: saving time and increasing accuracy of selection.

But the recruitment process is multifaceted and like any business in which the human factor plays a significant role, it cannot exclude personal communication. So that could be where recruitment platforms will assist again. For example, SignalHire is already active and is working on improving the tools for direct communication with the candidate and optimizing the sending of messages and emails using CRM.

As you can see we still cannot imagine the future of recruiting technology without the artificial intelligence and innovations working alongside social networks and recruiting platforms.

In addition, the recruitment and sourcing industries agree on one thing – that all information about candidates and the possibility of contacting them should be simplified and optimized as much as possible.

It is obvious that only those who will be able to process a huge number of databases and minimize the participation of a human in all these processes will remain, but only if they don’t lose the human side of hiring.

Galina Panchenko

Galina Panchenko is an experienced UX/UI product developer inspired by innovative technologies in the staffing and recruiting industry. She has a unique vision of market niche trends motivated by 12 years of experience building internet products to solve real everyday challenges.

  • Jobzipp

    However, I’m not so sure the cynicism exhibited by Coombs when it comes to traditional online applications is warranted. I, for one, have found that when applying to jobs, writing a strong, personalized cover letter is a rather effective strategy—at least when it’s a job I’m actually qualified for. here is the link for Free Social Recruiting Platform

  • Ana Algernon

    Even with AI and automation techniques, I don’t think companies will ever want to fully get rid of recruiters. I think there are too many factors that come into play when assessing experience and fit computers will not be able to do the same. I’m sure things will be different 10 years from now, finding the right candidate might take less and less time/effort, but without human interaction to manage some of the process, I don’t think companies will end up with the right people.

  • Brennan Tilley

    I welcome the day that resumes no longer are needed.
    Along with AI replacing recruiters we may see more of the roles we source for staffed by sentient robots. Also, here is a robot from EX MACHINA. Great movie! https://uploads.disquscdn.com/images/bb8867766d388013f910b38a2b0675ac358d7eefa3ec3f804e03e21915c4cee9.jpg

  • Sam Wan

    I believe that AI would make our jobs easier, however they will never be able to replace recruiters. There is the human touch that a computer can never replace. Someone that looks good on paper may not be a right fit for the company. Therefore I think AI will help in the recruiting process but not replace recruiters.

  • Charles

    AI will help streamline our jobs by eliminating administrative tasks but we are still a ways off from replacing recruiters i think. and we will always need profiles/resumes it just might get down to the point where testing is more relevant

  • Afshan Ivon

    Great article.

  • Julian L

    Along with having the technical/project experience, clients often hire candidates based on their cultural fit or soft skills – that’s something AI can’t gauge. AI can get some resumes quicker, but it can’t assess the human component.

  • christa

    There are already some AI technologies which exist for recruiting, however I have to agree with Julian’s point that technologies can’t accurately assess soft skills or cultural fit. It also takes the sales aspect out of the industry which is something which makes clients more confident in investing their time and money in a candidate.

  • Brennan Tilley

    I read this article today from benefitnews: https://www.benefitnews.com/opinion/the-5-surprising-skills-hr-will-need-in-the-future It made me think back on this What To Expect in 2027 piece. Even if AI could replicate the multiple ways a candidate is evaluated (and as laid out in other comments this will be quite a challenge) would a candidate like this? The process for the candidate can certainly be made more convenient by doing away with some of the steps. The trade off could be a lack of human contact in the process. Ultimately, I think that is what gives someone the comfort in taking on a new role. With that contact, the candidate loses the support one may desire when making a big decision.

151 Shares
Share136
Tweet
Share13
+12
Pin
[if lte IE 8]
[if lte IE 8]
[if lte IE 8]
[if lte IE 8]