The future of recruiting is becoming more mission-critical, agile, analytical, and strategic. Recruiters must be more business-oriented, focus on outcomes, and use technology to their advantage. This means a redefinition of the core recruiter skills is vital to survive and thrive in the future of work.
How different will the role of the recruiter be in 2024?
In our previous article, we discussed the findings of LinkedIn’s “The Future of Recruiting” report and how recruitment consultancies and professionals must adapt to the latest recruitment trends.
Here are seven predictions for how your role will change in 2024:
- Employer branding will become a critical area for businesses as talent attraction and retention grow in importance.
- Recruitment consultancies will continue to change their sales mindset to adopt a business mindset and be able to offer insightful advice to their clients and candidates.
- Recruitment teams will become more agile to meet rapidly changing hiring needs and have constantly open communication channels with their clients.
- The use of AI-assisted tech recruitment tools will unleash the potential of recruitment teams.
- Professionals without technical recruitment skills, such as data/business analysts and marketing professionals, will become valuable members of your team.
- Three skills will redefine recruiting: engaging passive candidates, analysing data, and advising leaders.
Three Skills Every Recruiter Manager Must Have in 2024
What skills do you need to be a recruiter? Let’s talk about three essential skills recruiters need to succeed in the fast-paced and ever-evolving recruiting landscape: engaging passive candidates, analysing data, and advising leaders. Mastering these three recruiter skills will improve the candidate experience and enhance your clients’ hiring process.
Core 2024 recruiter skills: Engaging Passive Candidates
The traditional approach of posting a job description and waiting for job seekers to apply is no longer sufficient. Recruiters must actively seek out and engage with passive candidates who are not seeking new opportunities but may be open to change.
This requires a deep understanding of the talent pools, including their interests, interpersonal skills, and career aspirations. Recruiters must create persuasive messages that attract passive candidates and encourage the most qualified candidates to consider new possibilities.
Essential 2024 recruiter skills: Analysing Data
Data is becoming the lifeblood of recruiting, providing insights that empower informed decision-making. Recruitment professionals must be proficient in collecting, analysing, feedback, and interpreting data from various sources, including applicant tracking systems, social media platforms, and candidate interactions.
Recruiters can find suitable candidates, improve recruitment strategies, and measure their hiring success by analysing patterns and trends and making data-driven decisions. The successful recruiter will incorporate Agile practices into recruitment to incorporate these insights and enhance recruitment processes.
Essential 2024 soft skills for recruiters: Advising Leaders
Recruiters no longer facilitate transactions; they advise business leaders and human resource teams and gain their trust. They bring expertise in talent acquisition, candidate engagement, employer branding, market trends, and candidate behaviour, providing exceptional insights that inform strategic hiring decisions. This is why we predict that the role of recruitment consultants will evolve into genuine recruitment partnerships.
Five more soft skills that will boost your career as a recruiter
According to LinkedIn’s Future of Recruiting report, the following recruiter skills will make you three times more likely to get promoted:
- Communication skills
- Relationship-building skills
- Adaptability skills
- Problem-solving skills
- Business acumen skills: planning, operations, finance, and strategy
Five more skills specific to technology and digital recruiters:
- Technical expertise: Tech and digital recruiters must understand the latest technologies and trends shaping the industry. This includes familiarity with various platforms, tools, and software used in recruitment and an ability to evaluate and utilise emerging technologies to enhance their work.
- Communication skills: Effective communication is crucial for connecting with technical and non-technical audiences. Recruiters must be able to clearly articulate complex technical concepts to non-technical stakeholders while also understanding and responding to technical jargon used by candidates.
- Strategic thinking: Recruiters in the IT and digital space must think strategically to navigate the industry’s complexities. They need to anticipate trends, identify emerging skills, and align recruitment strategies with the evolving needs of the business.
- Adaptability: The tech landscape is constantly evolving, requiring recruiters to be adaptable and embrace change. They must stay abreast of new technologies, adapt recruitment processes to changing requirements, and continuously refine their strategies to remain competitive.
- Problem-solving: Specialist recruiters face unique challenges in the technology and digital sector, such as talent scarcity, complex hiring cycles, and the need to identify niche skills. They must develop strong problem-solving skills to identify solutions, overcome obstacles, and secure the best possible talent for their organisations.
Three recommendations for recruitment agencies in 2024
To adapt to the new concept of recruiting, the successful recruitment consultancies will need to follow the following recommendations:
- Hire and train recruiters for different areas and industries to be flexible when your clients’ recruitment needs change.
- Set recurring meetings with your clients to prioritise communication and feedback to build successful long-term business partnerships.
- Become a true recruitment consultant and partner, an advisor to the business, acting proactively to communicate with other team members, anticipate your client’s needs, offer feedback and share your experience and insights, and build trusted partnerships.
If you found this article helpful, contact our team of specialist IT recruitment consultants to continue the conversation and follow Adria Solutions’ page on LinkedIn for more recruitment insights.