Recruiting and talent acquisition processes will evolve significantly in the next 10 years according to experts. Recruiters will focus more on marketing, community building, and talent advising using big data and technology to identify and source passive candidates. Hiring managers will directly leverage their own networks through social media while recruiters serve as competitive intelligence scouts and help guide business strategies. Privacy concerns may lead companies to delete applicant data after a set period.

1. What Recruiting Will Look Like in 10 Years
Talent Leaders Weigh In

2. "If companies continue to post skills-infested job descriptions, nothing will
change.
If they begin to filter on performance and potential, they'll open their
doors to a more diverse candidate pool – from returning military vets to
talented older workers - and attract more top performers. This will go a
long way towards ending the U.S. unemployment crisis."
Lou Adler
CEO
The Adler Group
Recruiting Will Save US Economy…
If We Are Willing to Change

3. “10 years from now, the candidate identification game will be over. Technology
will mean we can identify and communicate with top talent at the press of a
button. That talent will come profiled and assessed.
'Recruiters' 10 years from now will be preoccupied with marketing, PR,
community building and employment branding. The 'War for Talent' will be a
'War of Relationship Marketing'.”
Matthew Jeffrey
Global Head of Talent Strategy
& Innovation
HR Talent Acquisition
SAP UK Ltd
The ‘War for Talent’
Will Become the ‘War of Relationship Marketing’

4. “Talent Acquisition will be run much more like sales organizations
and business partners than HR organizations, with incentives in place
beyond just “hires” that measure retention and impact.”
Ed Nathanson
Head of Talent Acquisition
Rapid7
Talent Teams Will Work Like Sales Teams

5. "I believe that future hiring teams, rather than relying heavily on recruiters to
find them candidates, will better understand the value of their own social
networks.
They will take more ownership of the hiring process and know how to leverage
social media to self-source referral candidates with niche skills, relevant
industry experience and a strong match with the company's culture."
Stacy Zapar
CEO, Tenfold Social
Most Connected Woman
on LinkedIn
Hiring Managers Will Turn Sourcers

6. “When LinkedIn hits 3.3 billion profiles, and I believe it will,
sourcing will be dead from a name generation sense. Our approach
will be purely a mixture of finding passive talent and sorting based
on potential, cultural fit, and business need. And the business will
routinely expect recruiters to be Talent Advisors.”
Rob Dromgoole
Recruiting Team Lead
National Security Directorate
Pacific Northwest National Laboratory
Name Generation Will Disappear

7. “Due to the changing shape of the workforce, successful recruiting
organizations understand that potential candidates will have a unified digital
persona. Applications should be frictionless, but the most successful realize the
power of mobile also includes the telephone as a phone. Candidates will want
to be spoken with. Back to the future once more.”
Paul Maxin
Global Resourcing Director
Unilever
Technology – Old and New School - Will Reduce Hiring Friction

8. “With so much of our private, personal and professional information online, I
believe that there will be a backlash and people will become more guarded
about their data. In reaction to privacy concerns, I think US companies will
pledge to delete applicant data after a certain length of time.”
Jim Stroud
Director of Sourcing
and Social Strategy
Bernard Hodes Group
Data Privacy Will Rise To Prominence

9. “We will actually lead the Marketing/Communications efforts
of our companies.”
Chuck Lotz
SVP, Talent Acquisition Leader
First Citizens Bank
Talent Professionals Will Be Marketing Leaders

10. “Corporate recruiters will become competitive intelligence to
companies. Recruiters will know what is going to happen within competitive
companies and talent markets before it happens. They will be a driver of
change and help guide our business leaders to make the right decisions in
areas beyond recruiting.”
Jennifer Boulanger
Director, Talent Acquisition
Opower
Recruiters Will Become Competitive Intelligence Scouts

11. “Technology will allow the creation/animation of digital talent
communities which will change the way top companies manage talent
internally and externally”
Gabriele Silva
HR Manager - International –
Brand & Commercial
The Body Shop (L'Oréal Group)
Digital ‘Talent Communities’ Will Emerge

12. “From a technology perspective, candidates and recruiters will interact
through mobile. From a capabilities perspective, we may see fewer full-cycle
recruiters and more specialized recruiting functions – from upfront
engagement to evaluation and closing.”
LJ Brock
Vice President Talent Acquisition and
Infrastructure
Red Hat
Recruiting Will Embrace Mobile and Become More Specialized

13. “Everyone is talking Big Data these days. Getting the data is just one step. The
recruiting organization that figures out how to extract and operationalize the
web’s people data in a repeatable, scalable way will define the future of talent
acquisition. Cold calls, for example, will vanish. Recruiters will use online data
to screen prospects and find introductions. ”
Pat Wadors
VP Global Talent Organization
LinkedIn
Big Data Will Eliminate Cold Calls

14. Have a prediction of your own?
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