One of the biggest challenges I have found with recruitment is the ongoing need to stay on top of the market. With a constant focus on who is doing what, what technology is available, what candidates are looking for in opportunities, it can be tough to predict what changes are going to occur from an internal point of view. 

The demand for recruiters has grown over 60% since 2016 and is expected to do so over the next 5 years. The role of the recruiter will change, with better technologies, flexible work options and new training being identified as key factors to enhance sourcing performance. Reducing sourcing time while improving sourcing quality is the current trend, and will continue for the next 5 years. 

It can be hard keeping pace with client-specific hiring needs and processes, but over the next few years, we will see recruiters take control in this area. It is one thing to execute a hiring plan, but we will need to be able to design one ourselves.

Recruiters are often expected to wear multiple hats: data analyst, marketing guru, tech whiz, etc. Some organisations are beginning to add specialised consultants focused on a certain capability, whether that be a certain technology, market or responsibility.

Of course, these are just predictions for an ever-changing market. It can be tough to guess what's going to happen next week, let alone 5 years from now, but one thing is for sure: we need to be proactive. Make the unexpected, expected.