{"id":11307,"date":"2020-01-05T00:00:00","date_gmt":"2020-01-05T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11307"},"modified":"2026-06-19T05:43:57","modified_gmt":"2026-06-19T05:43:57","slug":"future-of-recruitment","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/ca\/blog\/future-of-recruitment\/","title":{"rendered":"The Future of Recruitment"},"content":{"rendered":"<p><em>For busy recruiters, it\u2019s easy to get caught up in operations; but this can detract from strategic, big picture planning. The following insights from our CEO Andrea Davey at Scout Talent\u2019s recent Recruitment Insights Event will help guide your strategic decision making to achieve your recruitment goals in 2020.<\/em><\/p>\n<p><span style=\"font-weight: 400;\">Over lunch and drinks at the beautiful Greenhouse Howard Smith Wharves, Scout Talent spent time with our Brisbane clients and contacts, sharing knowledge and new tools, gaining feedback, and speaking about the latest recruitment marketing data and insights.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Our CEO Andrea Davey began her presentation about 2020 recruitment insights with a quote from Marc Benioff, founder and co-CEO of Salesforce.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cAcquiring the right talent is the most important key to growth. Hiring is the most important thing we do.\u201d\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Benioff, one of the most influential business leaders of our time attributes the success of his organisation to hiring the right people. Which means recruitment is more important now than ever.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The ability to recruit the right people, with the right skills, into the right role, at the right time is consistently cited by CEOs globally as one of the major threats to the growth of their organisations.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cRecruitment has never been more critical to the success and growth of an organisation, than it is today,\u201d said Andrea. \u201cWhy?\u00a0Because businesses are on a more level playing field than ever before, and it\u2019s therefore the people who work in our organisation who give us the competitive advantage required to grow and get ahead.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We can attribute this level playing field to globalisation, extraordinary technological advancements with low barriers for entry and a culture of disruptive innovation where established organisations are being challenged \u2013 and in some cases overtaken \u2013 by startups.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cA more level playing field means that the key differentiator between a successful, growing organisation and a stagnant or unsuccessful organisation is the quality of the people working within that business. And your recruitment strategy is the first step to building this human capital, the strongest source of competitive advantage and the leading contributor to the success and growth of your organisation.\u201d\u00a0<\/span><\/p>\n<p><b>In the early 2000\u2019s:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Job ads were geared to what experience, skills and behaviours candidates needed to be considered.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Candidates were expected to download and address lengthy selection criteria in order to apply. (Scout data from 2009 reveals the average number of first-round screening questions was between 10 and 12. One employer had 42!)\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Often, employers would specify a closing date (usually 4 weeks) and would wait until after the closing date before reviewing or responding to any candidate.\u00a0<\/span><\/li>\n<\/ul>\n<p><b>Now:\u00a0<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Often, at least half of the content in job ads talk about what\u2019s in it for the candidate and the benefits on offer.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The number of screening questions have dropped. Scout data shows that the average number of first-round screening questions has dropped from 12 to 5.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Employers of choice now realise that the best candidates won\u2019t wait around and are contacting strong candidates as soon as possible. <\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The key drivers behind this change include low unemployment rates, advancements in technology resulting in more opportunity and options for candidates, and the fact that a \u2018job for life\u2019 is no longer sought after with many people comfortable with shorter tenures.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The most effective recruitment strategies are underpinned by marketing best-practices.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cTo put it simply,\u201d said Andrea, \u201crecruitment is marketing.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We\u2019re seeing a rise in employer branding, proactive recruitment strategies to target passive candidates, and organisations are delivering great consumer-like candidate experiences.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cLinkedIn data shows that just 36% of the workforce is actively looking for a new opportunity at any given time. Yet 90% of people are open to a conversation about a potential job opportunity.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We\u2019re also seeing the evolution, adoption and disruption from advancements in technology.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cJob boards have evolved from online classifieds, to more intelligent tools that provide a targeted and relevant experience to job seekers.\u00a0HR and recruitment software options are more readily available, and the ease at which organisations can switch, add and integrate systems has improved significantly. The use of social media (and the overall rise in \u201creview culture\u201d) for recruitment has risen dramatically.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recruitment professionals have had to become more adept at managing change in the way they reach and engage with candidates, for example through digital marketing strategies, such as keyword search and SEO in recruitment advertising.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The proliferation of technology and the shift in the balance of power from employer, to candidate are just some of many changes the recruitment industry has experienced over the last decade.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Further changes lie ahead. Without covering large, in-depth topics such as AI, chatbots or virtual reality, Andrea shared three key predictions about how the 2020 recruitment landscape and beyond will look.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThese predictions are based on how the marketing industry has evolved, and as I\u2019ve emphasised, recruitment is marketing.\u201d<\/span><\/p>\n<p><b>Recruitment specialisation<\/p>\n<p><\/b><span style=\"font-weight: 400;\">Recruitment teams will become increasingly specialised.\u00a0Over the last decade the world of marketing has evolved and grown in complexity as technology has transformed the way marketers reach consumers.\u00a0No, there are dozens of marketing specialisations to accommodate this dynamic profession.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWe\u2019ll see the same shift take place in recruitment teams in the future.\u00a0As recruitment and technology continues to evolve, recruitment functions will be broken out into distinct specialisations covering talent analytics, employer branding, recruitment marketing and recruitment tech.\u201d\u00a0<\/span><\/p>\n<p><b>Personalised recruitment content is king<\/p>\n<p><\/b><span style=\"font-weight: 400;\">Another change we expect to see is that recruitment content will become king.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cIn the marketing world, content marketing used to just be a way to set your brand apart from competitors. Nowadays, in order for your message to be heard within a sea of competing voices, strong, personalised content is a necessity for any modern brand.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201c72% of consumers only engage with marketing messages that are customised to their specific interests.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With candidates behaving more like consumers, every successful recruitment strategy will be underpinned by a strong recruitment content strategy, and personalised, using technology to target the right candidates, both active and passive, via a range of channels.\u00a0<\/span><\/p>\n<p><b>Exponential rises in recruitment technology (RecTech)<\/p>\n<p><\/b><span style=\"font-weight: 400;\">Recruitment technology (RecTech) will rise exponentially.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cNot only will more and more options continue to hit the market, they will be more specialised and better integrated, and they\u2019ll enable more successful recruitment outcomes \u2013 if we humans learn to harness them well.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Interestingly, there were approximately 150 marketing technology solutions on the market in 2011. This grew to 1000 in 2014, 5000 in 2017 and over 7000 in 2019.\u00a0This is due to customer demand and low barriers for entry.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Integrations will become more common and the global recruitment software industry is predicted to grow by more than 7% each year over the next five years.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWith the number of RecTech options and integrations increasing, the question will change from \u201cshould I use technology in my recruitment strategy?\u201d to \u201cwhich technologies should I use to enable my recruitment strategy?\u201d\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This means organisations will be able to mix and match the HR and recruitment tech products that suit their industry, the size of their business, their recruitment strategy and goals and they\u2019ll be able to obtain seamless integrations with other recruitment systems.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Knowing that recruitment is key to driving organisational growth, Andrea recommended using this knowledge to shape your recruitment strategy for 2020.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Empower your team to focus on their areas of expertise, create a recruitment content marketing plan, and harness the right technology in line with your organisation\u2019s goals.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cTechnology is an enabler. I believe that success in recruitment will lie at the intersection of people and technology.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There\u2019s no doubt that the recruitment industry has experienced significant disruption over the last 10 years \u2013 and this is only set to accelerate in the coming decade.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As Andrea summarised, \u201cin a world where the competitive playing field is essentially flat; where candidates hold all the cards; and where technology disrupts the way we work on a daily basis, recruiting the right people into the right role at the right time has never been more critical to the success and growth of an organisation.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThe best-performing companies, the employers of choice, will be those that approach recruitment with a marketing mindset; embrace technology to empower their teams; and recognise that recruitment deserves its own seat at the business strategy table.\u201d<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Stay up to date with the latest recruitment news and insights by <\/span><\/i><strong><a href=\"https:\/\/www.linkedin.com\/company\/scouttalent\/\"><i>connecting with us on LinkedIn<\/i><\/a><\/strong><i><span style=\"font-weight: 400;\"><strong>,<\/strong> and check out the complete album from the event. <\/span><\/i><\/p>","protected":false},"excerpt":{"rendered":"<p>The future of recruitment. 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