Looks at the global demand for talent and how it is driving change across companies and specifically within hr and recruitment departments.It covers the business drivers,demograophics difference,changing financial climates and the Implications for the future growth planes of companies who do not address their future talent needs now.

The last five years have seen global economies move from recessionary to retrenchment and finally to invest and growth,which is where we are now 2017.In this relatively short period of time,the workforce available to sustain this economic growth looks considerably different than it did five year ago.

A company ability to find,attract and ultimately recruit skilled talent is going to determine how successful they are in meeting their business objective.Talent acquisition and retention is now firmly on the agenda of CEOs across the world.Manny of you will not have even considered this,but the success or  or failure of your companies could well depend on the strategic recruiting decision you make in the near future.

Here’s five key trends that are changing the landscape of talent acquisition:

  • Diversification– We’ve seen workplace diversity receive a lot of attention in recent times, and this will continue to be at the forefront in the years to come. Companies enjoy many benefits with a diverse workforce, such as access to different skills and fresh ideas, greater cross-cultural awareness among employees, and more.
  • Advance Technology – Applicant tracking system (ATS) solutions are already automating practically every aspect of recruiting, but these will now combine with AI and machine learning to become even smarter. This will make a huge difference to recruiting efficiency and quality, especially when combined with advanced mobile/remote access tools.
  • Candidate Experience – Successful recruiters and TA professionals understand that a better candidate experience is the key to talent acquisition, but the focus is now shifting to the passive talent pool. In addition to attracting new job seekers, recruiters are trying to ensure a good experience among those who didn’t receive a job offer.

When a position opens up in the future, these candidates are more likely to be interested if they had a good impression the first time they applied. Younger workers are more aware of employer brand value as well as their own worth, and maintaining a passive talent pool will be a crucial aspect of successful recruitment.



  • Online visibility -Recruiters who engage with prospective employees online do better than those using only traditional platforms, but the role of social media is changing too. Social recruiting needs to be leveraged and optimized, by communicating the company’s mission, purpose and values in addition to posting job ads and responding to querie
  • Talent Rediscovery – Being able to access a ready pool of talent as soon as a position opens up, or even before, is a recruiter’s dream. With the evolution of ATS solutions and HR tools in the last few years, this is becoming a reality. Automated features in these systems can cut down the time, effort and resources required for hiring.

Not only do these tools help with screening new applications, but they can also quickly and accurately filter through the passive talent pool of past applicants to shortlist likely matches for a current opening. Combined with other recruitment marketing strategies, reaching out to existing talent makes hiring faster, easier and more effective. Now in india there are some top training provider companies like SourcePRO which provides best practices to find talent, increase productivity by making them proficient in the usage of latest Talent Acquisition and Sourcing Techniques thereby keeping them abreast the developments to assist them hand-pick suitable candidates.

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