Innovative Recruiting Tips for 2017

Big data is changing everything.  With more and more business being conducted in the digital arena, it’s easier than ever before to analyze effective business practice by looking at the numbers. Technology now makes it possible to get numerical feedback on virtually every aspect of online commerce, including recruiting practices.

Computers can analyze a company’s marketing effectiveness, source, select top candidates, screen, test, interview, and train.

According to Entelo’s Annual Recruiting Trends Report, 2016 found the recruiting world trying out these new data-driven technologies. Entelo predicts then, that 2017 will “be a year chock full of learnings and course corrections.”

“Learnings” and “course corrections” are indeed necessary, as it would be foolish to presume that technology has simultaneously grown enormously and matured enough to simply be left alone. And it would be equally foolish to assume that technology has made the position of “recruiter” – whether inside or outside a company – obsolete.

Recruitment is still a very human process, but recruiting professionals need to be proactive in their response to the wave of big-data-driven changes.

We offer the following advice to those who want to excel at recruiting efforts in 2017.

Become a Tech Expert

We don’t mean that all HR departments and recruiting consultants should now be technology majors. We mean that the flurry of new digital tools available to businesses has created a huge demand for evaluation. If your business is recruitment, being a reliable source of information on recruiting technology will not only give you a leg up on in the hiring game, but will make you a sought-out source for consulting and training for other companies.

Recruiting tech is both unproven and unfamiliar, creating the need for both assessment and instruction. Have the ability to help with both – wisely recommending or advising against new technology and training others in its proper implementation – and there will be no lack of profitable work laid before you.

Become an Industry Expert

It’s not only technological advances that require expertise; it’s the larger changes in industry as well. Technology, as well as politics, economic changes, new generations of employees, and every other cultural wave, has a unique impact on each specific industry. To continue with our discussion of technology in particular, it is valuable to know not only what new marketing and hiring technology exists, but also how it is being used by other businesses in your industry.

You’ll want to be able to answer questions like: What are my competitors doing with this new technology that is working (making them more efficient, improving their advertising, speeding up the hiring process, etc.)? In what ways has this new technology brought changes to our field (changes in job descriptions, titles, expectations, compensation, etc.)? How is technology being misused and how can we avoid the same pitfalls?

Recruiters who keep a close eye on changes to their industry as a whole can learn from the successes and failures of many, and so guard against becoming either stagnant or reckless. A recruiting team with an ever-evolving understanding of the big picture will be an irreplaceable resource to their company.


Finally, businesses who wish to excel in recruiting in 2017 will have to learn to adapt, even if it means big changes. Maybe your company will decide to let computers handle all candidate sourcing; that could mean altered job descriptions for employees. It could mean restructuring, retraining, refocusing. But if, in the end, it means that your hiring team spent more time with quality interviews and employee onboarding, and that led to more efficient and better hires, it will have been worth it.

Glassdoor’s 2016 report shared findings from The Global Social CEO Survey, stating that over half of US respondents reported that they were “more likely to purchase

from a company whose values and leadership are clearly communicated through executive leadership participation on social media.”

75% of respondents “believe that companies whose C-Suite executives and leadership team use social media to communicate about their core mission, brand values and purpose are more trustworthy.”
Essentially, technology isn’t going anywhere. Consumers are increasingly relying on a company’s online proficiency to determine where to take their business.  Passive candidates often begin building their understanding of a company through their experience as consumers. “Adapting” then, in 2017, means embracing the strengths of new technology.

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