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Thus, automation changes human resources: 5 top competences of the recruiters of the future
// By Simone Janson

Again and again we have up Best of HR – Berufebilder.de® pointed out that new skills will be needed in the future labor market to survive in automation. For which areas and sectors does this apply? And what do workers of tomorrow have to do, especially in human resources?

Can robots replace recruiter?

In terms of human resources staffing skills, our readers have a clear opinion that robots can never replace human judgment when recruiting. So wrote Martina Welsch:

“The program could possibly sort out the 'carelessly' written applications. So those that may have been written only to have evidence for the social welfare agency. I could live with that. Certainly people in HR departments sometimes make wrong decisions. Nevertheless, I assume that most HR learners will endeavor to select someone who fits into the team. How does an algorithm recognize this? ”

This brings us to the question: what will people in the labor market have to be able to do in the future in order to survive the undemanding and flexible machines?

 On the one hand, humanity: this includes all professions and areas in which empathy and intuition are important. Because people prefer to interact with people - especially in teaching, where the motivation is transferred from one person to another. A good example is the whole range of care that accompanies demographic change in Europe and the aging of society. In 30 years, 25 percent of Europeans will be 65 years or older - compared to 18 percent today. The result: healthcare professions such as caregivers or physiotherapists have a solid future ahead of them. These jobs require a high level of empathy, acumen, and physical skills, and are thus little at risk of being automated.

 On the other hand, people will demand more and more technical skills in the future. In the future, it will be much more important to analyze and filter large amounts of data. Specialized developers and data analysts are in demand. But the field of data protection and digital marketing requires well-trained experts. And especially recruiter should at least have the appropriate software skills.

The future of work is not just about data and analysis. The job market is becoming increasingly fragmented. Candidates no longer apply for a full job, but also individual “gigs”. And many large companies have already adapted this way of working for their employees.

5 Top competences of the recruiters of the future

Which competencies will be in demand in the future, was the current study series of the Center of Human Resources Information Systems (CHRIS) of the University of Bamberg in collaboration with the career portal Monster worked out. 5 competences, which are especially in demand in recruiting, at a glance.

1 Marketing: As a marketing specialist, a recruiter knows his target group exactly and knows how to inspire them. He has the employer brand and communication with the candidates under control and names the USPs. For example, he knows what is important to the candidate, because requests such as work-life balance (86 percent) must be addressed. For example, around 77 percent of candidates use Internet job boards to find a job. But passive candidates in particular must first be given the idea of ​​changing jobs. The recruiter of tomorrow markets his company like a marketing manager his product! He ensures that the company delivers what it promises. After all, four out of ten candidates have already rejected a job offer because the promised working conditions did not match the advertised values.

2 Performance: As a performance manager, the recruiter of the future remains a close watch on the candidates and always has an eye on where candidates are looking for vacancies. Around 77 percent of the candidates use internet job exchanges for job search, for example. But just passive candidates must first be brought to the idea to change the job. Here, knowledge in search engine optimization (SEO) and advertising (SEM) is becoming increasingly important. And the recruiter must now also take care of traffic, visits and page views.

3 networks: Tomorrow's recruiter is “socialized” and networks with promising contacts. Career networks, in particular, are used by candidates with many years of professional experience at almost 44 percent more frequently for active searches than, for example, the company websites at 39 percent. The following applies here: only those who knot can catch something.

4 Social Media: The social media manager is active on social channels such as Facebook and knows its immense importance, especially in the younger generation. Here the job display of the future, properly getargeted, belongs. Actually, it is clear to everyone: two-thirds of companies say that social media recruiting is important to address millennials. However, only 27 percent of the top 1.000 companies have a social media strategy in personnel procurement.

5 Mobile Media: The mobile expert is aware that the need for job searches via smartphone is growing not only in the case of newcomers, but also in the older generation. Approximately six out of ten candidates find companies from job vacancies a great solution for their job search. Although 72 percent of Top 1.000 companies say that the increasing use of mobile devices has a great impact on recruitment, more than half (54 percent) does not yet offer mobile recruiting. If you want to win talents, then make the websites mobile-friendly and bring the apps on the forefront. This is also about technical know-how.