The document discusses how work and recruitment are changing and becoming more digital. It notes that work is being split into smaller microtasks and pieces, allowing more people to take on parts of projects. Work is also becoming more mobile as more can be done remotely. Recruitment is also changing, with a focus on strategic recruitment to build an employer brand, rather than just tactical hiring to fill openings. Technology is reducing manual recruitment steps like testing and instead focusing on criteria definition, algorithms, and video and social media. Recruitment is becoming fully mobile, global, social and digital, and companies must adapt to these changes.

1. Future of work &
Future of recruitment
@juhotoivola
Estonian Recruitment Conference 2017

3. Microtasks and online job distribution
Work is being split into smaller
and smaller pieces which allows
for new people to take their share
by completing one part of the
work.
Experts are utilizing each others’
competence and mundane tasks
are being delegated to workforce
services (“virtual offshoring”)

4. Virtual work and laptop nomads
More and more work can completed
from wherever.
Employees are increasingly mobile,
also beyond national borders.
Location of work is losing its
importance or can even become a
burden for static businesses.

5. Project-based work
Work is being organized into
projects, which will increasingly
be the basis for employment,
rather than a steady work
contract.
More and more employees are
“looking for interesting projects”

6. Freelancers, consultants and subcontracting
Organizations are increasingly
tackling resourcing and
effectiveness challenges by
utilizing freelancers and other
forms of commissioned work in
order to get things done.

7. Future of recruitment: strategic vs tactical
Strategic recruiting
• Goal: become employer of
choice
• Best methods: talent
communities; well-segmented
target groups derived from
talent strategy, employer
content marketing
Tactical recruiting
• Goal: Fill open positions and
other immediate talent needs
• Best methods: employee
networks, internal and external
referrals, mapping and
contacting suitable candidates
from online sources
Less about open positions, more about employer branding
“What roles do you have available?” vs “Why would I work for you?”

8. Technology has killed manual recruitment
Less about…
• posting job announcements
• reading applications
• meeting people face-to-face
• calling candidates via phone
• assessment centers and tests
• recruitment consultants
More about…
• defining criteria
• teaching algorithms
• meeting people through video
• omnichannel communication
• automated success prediction
• recruitment platforms

9. Mobile
Global
Social
Digital

10. Mobile
Almost 100% of job search and applications happens online
Over 70% of internet usage happens on a mobile device
Few career portals are optimized to mobile devices
Apps beat browsers in user experience and will take a dominant
position as job application channel before 2020

11. The number one killer of job application
processes is…
Mandatory attachments

12. Global
• In which language are you
writing your announcements
or career portals? Why?
• What is the “location” of the
job and is there a strong
reason to keep it fixed?
• Have you considered offering
relocation assistance in order
to attract candidates from
other countries? Why not?

13. Social
• Recruitment isn’t a function, it should be part of everyone’s job
description. It’s pretty much like sales: anyone can find a good lead.
• Employee referrals are by far the best quality and most cost-effective
source of hires. How do you manage and motivate referrals?
• The personality and (online) availability of recruiters is becoming an
important factor in influencing applicant behavior. The personal
brand of the recruiter can give the organization considerable
competitive advantage.
• People expect to see hiring managers and future colleagues as active
and visible stakeholders in the recruitment process. Where are they
hiding?

14. Digital
• There is absolutely no need to
do anything on pen-and-paper
• Automate everything you can in
order to focus on the essential
• Introduce new ways of
communicating and sharing
information to increase process
flow and candidate happiness

15. In conclusion…
In order to understand the future of recruitment, it is essential to
understand the future of work!
Technology makes recruitment less manual but not any easier
All recruitment has become mobile, global, social and digital – make
sure to leverage all four pillars to boost your recruitment efforts

16. Thank you - let’s stay in touch
Feel free to connect with me in LinkedIn and give some feedback about
this presentation!
If you want to continue talks about the future of work and recruitment,
you can always reach me through www.juhotoivola.fi
I love Estonia so feel free to invite me over in the future as well.
Now – let’s get to work and shape the future of work together! J