1) Uber-ification of Labor:

Uber has proven a model. The’ve made processes way more efficient, matched demand with supply and adjusted the price on this basis. This will likely be applied to other industries. I expect in 5 years if we still have a mass of retail stores then talent will only be used when required. Talent will have more control over who they work for, the hours they work instead of relying on one operation. One day you can be an Uber driver, the next delivering items for Instacart then working within a business to help with other tasks.

2) An industry shift toward better metrics!

Every part of the job world hates the metrics the industry works on right now. The days of spray and pray are coming to an end and companies want to track every data point. Most job boards and aggregators know this and are starting to put the tools in place. I expect an analytics suite to come out of this mess to track this data along with social postings. You’ll be able to see the results from every post, how your content or social media efforts tie into hiring (read a blogpost > signed up > applied for a job).

Postings will be more efficient but companies will have to do more leg work. They can’t outsource the posting to the job boards. A recruiter will become a data heavy position requiring them to understand the cost of each hire and value of each posting. Their success will tie to these metrics.

3) The Age of Talent CRM:

Companies are now sourcing candidates from across the map. Whether it be on social media, in-person, conferences, over email, on platforms like Jobr or Linkedin. Employees are also helping find talent and this is starting to go through “talent CRM” (customer relationship management. You can track how far through the process talent is and keep recruiters in the loop within your company. It’s how big companies are scaling their hiring efforts in a post “just send me your resume” world.

4) Mobile Job Search:

I’ve written about mobile hiring platform Jobr because none of the large job aggregators have touched mobile in any meaningful way yet. Candidates are engaging, searching on mobile but the experiences haven’t caught up yet.company has taken over in the mobile hiring space (yet). Jobr doesn’t force recruiters on a mobile experience as some have questioned, offering a fully featured web portal for recruiters.

5) Better Talent Retention:

People spend a lot more time acquiring employees instead of retaining them. If you run a SaaS business you spend your day working out how to keep customers. You should do the same for your employees, as they’re only going to receive more offers going forward. Startups are starting to look at the data and tactics behind retaining employees. It costs a lot more to hire a new employee than to give a current employee more money to keep them. That means there’s a space in the market for new companies to study this data.

I would expect companies to become more flexible in regard to remote working, hours and benefits to keep employees. There’s definitely a disconnect between education and industries looking for talent and high skilled workers are increasingly valuable.

This was originally posted on Linkedin but I decided to share it here!