Questions I’m asking myself in 2019!

Questions I’m asking myself in 2019!

I’m constantly being asked about what are the “trends of 2019”.

Honestly, year to year trends are usually fairly unnoticeable to most people working a real job in HR and TA.

Google for Jobs was a giant trend in 2018 and yet most TA leaders still have no idea what it is and haven’t felt a real impact of it. Yet, it was a huge trend.

I can give you some great guesses about what the trends will be in 2019, but it’s fairly worthless. Me telling you that machine learning assisted automation will change how you find talent in 2019 isn’t going to really change a single thing you do.

Instead, I have all of these questions I would love to get answers to in 2019. Some of those answers will come from the industry, some will come through testing, and some will be left unanswered.

Here are some of these questions:

  • What are the common talent acquisition metrics we all should be using to measure the success and failure of our efforts? How do we get all TA shops to use these, or better, how do we get ATSs and TA suites to build these ‘common’ measures into their technology? (If you tell me Days to Fill/Hire I will punch you in the face!)
  • Can we automate most of the sourcing function across the talent acquisition supply chain? (I know it can’t all be automated, but it would seem with the current technology in the market 90% of sourcing could be automated. The last 10% are those Super Sourcers, like the folks that attend SourceCon.)
  • Can selection and assessment science make better hiring decisions than hiring managers? If so, how do we gain buy-in from hiring managers to move this science forward?
  • Is “Job Brand” more important than “Employment Brand”? Do candidates care more about your job or your company? (This is clearly predicated on the idea that the majority of candidates aren’t searching for companies, they are searching for jobs, yet we spend just a fraction of time on our jobs versus our employment brands.)
  • How can I tell if a person (either experienced in recruiting or entry level) from outside my environment will be a great recruiter inside my environment?

Let’s not kid ourselves, a softening of the economy in 2019 and 2020 won’t make our jobs significantly easier. A 4.0% unemployment versus a 5.5% unemployment isn’t really going to change most of our jobs. Talent will still be difficult to find.

While the TA industry has grown so much over the past decade, we still lag many other functions when it comes to some basic building blocks that will really move us forward. The idea we don’t have common measures of success across industries in recruiting is shameful for a function that wants to call itself a profession.

I’m super interested in what questions you are trying to answer in 2019! Hit me in the comments.