How different will the world of recruiting look five years from now? If you ask Kevin Wheeler, founder of The Future of Talent Institute in Fremont, Calif., the answer is really different!
Wheeler, a self-described “futurist,” told attendees at this week’s Recruiting Trends Conference at Disney’s Grand Floridian Resort in Orlando, Fla., that recruiters should brace for dramatic change in the coming months and years.
Among a few of the forces at work in reshaping the recruiting landscape are increased automation and the changing nature of work.
Because of automation, Wheeler said, “mid-level and manufacturing-worker jobs are disappearing,” opening the way for workers who possess significantly higher skill levels.
“I was in Australia a few weeks ago, where they have McDonald’s with no workers in the front of the store,” he recalled. “You order on a kiosk … and they have two employees bring your food out.
”Think of all of those people who work at McDonald’s who won’t have jobs in a few years,” he said.
Wheeler pointed to an Oxford University study titled The Future of Employment: How Susceptible Are Jobs to Computerisation? showing that telemarketers, accountants and auditors, and retail sales people were among the jobs most at risk of disappearing.
Recruiters, he said, are also going to become much more technologically savvy.
“You probably have read [Erik Brynjolfsson and Andrew McAfee’s 2011 book] Race Against the Machine — that we’re competing against computers and technology,” he said. But a better way to think about it, he added, is as a race with the machine, because if you end up racing against the machine, you’re going to lose!
Wheeler noted that recruiters are also going to need to get their hands around a workplace that includes many more contract workers. (Gig workers were the subject of a recent HRE cover story titled “The Contingent Quandary.”) When he asked how many of those in the room were involved in selecting contract workers, only a few hands went up. But in the future, he predicted, recruiters are going to need to play a much more active role in advising hiring managers on the merits of bringing in such workers, based on the type of work that needs to be done.
“Forget about culture,” he said. “It’s going to be more about whether or not that person can repair this chair.”
As a result, Wheeler said, recruiters are going to need to possess a different set of skills, such as social intelligence, virtual collaboration, co-creation and cross-cultural competence. “These are going to be core to your survival, not interviewing skills and sourcing skills,” he said. “Computers can do those.”