How’s it going, dear friends? Here we are coming out of the Easter vacations as best we can, and back to work.
The thing is that during these days of vacation some members of the recruiting team have . Here are 6 predictions about what recruiting will be like in 2025.
Prediction #1: Technological developments will increase the performance of your team
A recruiter’s job has always been difficult. Developers come and go, and they have tons of offers to fill. How do you distinguish yourself among them all? At Getwith, we have a clear idea: thanks to technological solutions such as Rviewer, our candidate validation and testing platform.
Rviewer provides unified technical tests that speed up the hiring process and unify evaluation criteria. In addition, Rviewer offers challenges created by the most relevant Tech Mentors in the industry (e.g. @Bettatech or Flavio Corpa). With this solution, our recruiters can offer developers many advantages that other companies do not have:
- Possibility to evaluate themselves with a single technical test and opt, only with it, to multiple job offers.
- Possibility to measure themselves against other developers to know their level and improve their skills, always accompanied by active Tech Mentors.
The technological solution puts an end to the smoke and vagueness in a very diffused sector. Little by little, recruiters will have this type of weapon to attract their candidates. Weapons that are already working and giving an amazing response.
Prediction #2: Recruiting will become increasingly relevant
Since 2016, according to LinkedIn data, the demand for recruiters has increased by more than 63%. It is clear that this is a booming market, whose trend follows an upward pattern.
The reason is clear: talent is increasingly sought after and important. And as the market is also becoming more and more competitive, it is time to shore up our capabilities. It will be important, very important, to find recruiters with industry knowledge, but also creative and with high psychological and communication skills.
So planning ahead will also be another factor to take into account. It is better to search the market slowly and in advance, rather than hiring left and right in a hurry.
Prediction #3: Recruiters will be more business-savvy
According to data also from LindekIn, one in three recruiters comes from an industry outside of HR. Today, recruiters execute a hiring plan by following a few essential tasks: they search for candidates, interview them and, if they can, get to the last step: they close their positions.
Gradually, recruiters are being asked to have a broader vision, where they are also able to anticipate and develop hiring plans themselves. Recruiters who are proactive and involved with the company and its line of business, rather than simply executors.
And that requires talent that goes beyond human resources.
Prediction #4: Recruiters will become more agile
As mentioned in the previous point, if the recruiter profile is diversifying, it is for a reason. There is a need for talent with broad knowledge and versatility. The market evolves and changes very fast and what is required is that recruiters are able to keep up to date and evolve at their own pace.
And this can only be achieved by recruiters with ambition and a willingness to learn.
Thus, recruiters in 2025 will be more agile and will master more fields of knowledge than today’s recruiters. As a result, they will be able to respond immediately to the rapid evolution of the market.
Prediction #5: Quality of hire will be the number one metric
Many companies today count their successes when they manage to close a position in the shortest possible time. This is a useful business metric: time to hire. For it is quantitative. But other important qualitative metrics are gradually coming into play.
Time to hire is a useful metric, yes, but so is the quality of the hire.
The problem… how to measure it?
Tools incorporated into the recruitment process, such as Rviewer and its technical tests, already make it possible to measure a recruiter’s quality of hire. By evaluating them with unified challenges, it is possible to make “meaningful” comparisons between the different candidates and thus obtain a “quality” ratio between the candidates found.
Prediction #6: Data analytics and mentoring for business leaders on the rise
Being able to analyze data to find the best candidate is an increasingly valued requirement. Above all, so that you are not being sold smoke and mirrors. The real challenge lies in connecting with quality candidates and not wasting time on worthless candidates. For this, data will be essential.
On the other hand, if the recruiter can reach the team leaders or leaders of a tech company, he or she will have a much wider range of action. Theywill no longer address only the candidate, but will talk directly to team leaders.
We see this with our Rviewer service. Our recruiters can show it to candidates to try it out. But since it is a tool that unifies and solves many industry pains, they can also show it to CTOs and HR managers, thus greatly expanding their capabilities.
In short… here are some of the forecasts of the recruiting world as seen from inside Getwith.
As you know, we not only strive to improve day by day on a human level. We also do it at a technological level to offer a better service and, above all, a service tailored to your needs.
And that, of course, is key to make a difference in the near future, but also right now.