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The Concero team and I stand in support of the Black community. In this moment and beyond, we will continue educating, empathizing and evaluating the ways we can create a better community for our Black colleagues, community members and friends. As we learn, we are sending you love, support and healing. 3 Trend Predictions For The Next Decade Of Recruiting

Having a single firm that can support you across all your hiring needs saves time and money that would typically be lost when working with, and training, several recruitment partners who each only can service a single skillset of your company. Innovating in this category is necessary – for example, one solution my company utilizes is a team-based recruitment model focused on giving clients significantly more control to adjust candidate flow and the associated costs to suit ever-changing needs. For example, our team has pioneered a recruiting payment model not centered around placement fees, but built around the highly successful subscription-based payment models like Software-as-a-Service. New models not focused on placements fees, enables recruiters to provide an unprecedented level of flexibility to company leaders and be a partner in the long-term hiring strategy of clients.

Whether you are a human resources executive wondering where the industry is heading, a hiring manager assessing potential partners or a recruiter looking to maintain a competitive edge, here are the three trends to keep an eye out for in the coming decade in recruiting: More than ever before, recruitment firms are tracking and analyzing their communications with prospects to determine what hiring profiles should look like, how best to reach in-demand talent and what it takes to move sought-after candidates to action. In the next decade, more and more recruiters will depart from being human capital headhunters to creating business models that provide for long-term strategic partnerships between search teams and their clients. As we look ahead to the next decade, the search and placement sector will continue to find ways to automate parts of the process that do not require significant human interaction. By the end of the next decade, it will be commonplace for recruiting teams to be using business models that enable productive partnerships with clients as opposed to the one-dimensional fee-for-placement contingent models that are commonplace across the industry.

Most software recruiting firms focus exclusively on technical roles and do not have the experience to effectively fill the go-to-market positions critical to the success of software products. At Concero, we have found a data-driven approach to be invaluable by leveraging the data from our outreach to adjust current hiring profiles across projects as well as inform future hiring efforts to ensure alignment between available talent and the needs of the position. With extensive use of data-driven tactics, an ideal partner will not just be able to provide real-time feedback for present and future hiring efforts, but also bring to bear a depth of experience from previous recruitment efforts to improve future projects. Additionally, the learnings of previous efforts should be gathered and shared with you through a continual feedback loop to ensure hiring profiles are accurate thereby maintaining maximum hiring efficiency – an absolutely necessity in the highly competitive software talent market.