3 Ways Recruiters Can Adapt for the Future

The world of work is rapidly changing, and in order to stay competitive, recruiters have to be nimble and able to adapt. But what are the characteristics that will help recruiters stay ahead of the curve?

Read on for three ways recruiters can adapt for the future.

1. Understand the complexity of the talent market.

In a world that’s moving faster and faster, the nature of jobs tends to be more complex. This is even more true for the tech industry, where topics like IoT, augmented and virtual reality, and big data are trending.

Today companies are looking for highly specialized talent to develop these new technology trends. As a recruiter, you need to be aware of all the latest technology, skills, and resources that a new job title implies.

If we take the example of a developer, it’s not enough to know which programming language they’ll be using, but the full suite of tools and resources their team is using. This will help you to fully understand what candidates are talking about during an interview, but also to start assessing their level of knowledge and compatibility with your current team’s work style.

2. Be able to look beyond traditional diplomas.

Traditionally, diplomas have been of great help to recruiters as they give an idea of the level of candidates’ skills and competencies, and a means of comparison among them. But today the approach is a bit more complex.

Not all candidates have traditional school diplomas to prove their capabilities, and even if they do, they may not be their only source of training. According to research by Stack Overflow, 69% of developers across the world are partly self-taught and 13% are only self-taught.

With the increased popularity of open source websites, forums, and online courses, self-taught education is becoming more and more common. Future-ready recruiters need to consider this new way of gaining knowledge when screening candidates. And it’s important to have a way of assessing candidates that come from nontraditional backgrounds against those that did graduate with a traditional degree.

3. Ensure your testing is relevant.

Technical assessment, especially when hiring tech talent, is a good way to test your candidates before getting to any face-to-face interview. This will help you avoid any recruitment mistakes based on technical skills and save you time by avoiding meeting with candidates who don’t meet your technical requirements. However, as a recruiter you must be sure that your tests are as relevant as possible. You need to build a technical assessment that corresponds to the role advertised and that answers the questions that you want to be answered. Be sure that you partner with your hiring manager to create the best possible skills test.

Don’t forget: Soft skills matter, too!

Finally, even though technical skills are important, don’t forget that soft skills matter, too. Although they can vary by nature of jobs, communication, teamwork, work ethic, and adaptability are some of the most important soft skills that recruiters should look for during an interview. These skills can easily be assessed through behavioral questions where candidates talk about real-life experiences.


As the world of work changes, the best recruiters are looking for ways to change with it. We hope that some of the ideas we’ve outlined in this post help you feel ready to take on the new challenges of the modern workforce!

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Camille Laborde

Camille Laborde is the Content Manager of YBorder. She enjoys writing and blogging. You will find her writing about tech recruitment, international mobility, and hiring on YBorder's blog. Follow her daily tweets on YBorder's account.

YBorder is a recruitment platform for tech talent. Companies can enter in direct contact with a curated pool of tech talent from all over the world and vetted by local headhunters. The platform was launched in 2016 and has already acquired 40 partner agencies and more than 600 client companies.

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