Corporate Eye

Looking Ahead: 2010 (Predictions)

Crystal Ball

Lots of columnists around the blogosphere took advantage of the year’s end to speculate on what’s next.  So here’s a round-up of their predictions:

Recruitment predictions for 2010 at Recruiting FuturologyHighlight: “It could be a very painful year for those in the industry who aren’t innovating quickly and effectively enough.”

A Bartender’s Predictions for 2010 at HR BartenderHighlight: “And the buzzword word for 2010 will be ‘trust.’  We all know that people buy from individuals and companies they trust.  Companies will develop marketing strategies around building customer trust.  Human resources will develop programs to create employee trust.”

At HR Tests—Recruitment, Assessment and Personnel Selection, R/A Predictions for 2010Highlight: “Even though we know better, don’t expect to see any big leaps in readability for 80% of job ads.  Same old job descriptions.  Maybe we’ll see some pictures.  On the plus side, more organizations focus on making their career portals attractive.”

2010 New Year predictions for social recruiting et al at Social Recruiting BlogHighlight: “As employers get back on the recruiting trail cost will be king so any channel that can (allegedly) get free candidates will be high on the agenda.”

Tim Sackett’s 2010 HR Predictions at Fistful of Talent. Highlight: “By the end of 2010, controversial video resumes begin to become the norm, and professional headhunting organizations begin using them to present candidates to client companies, in attempts to differentiate their candidates.”

Branching out a bit to 10 Predictions for 2010: Kaminsky and Weatherford at Network WorldHighlight: “So, You Think You’ve Got Talent? 2010 should be the year organizations begin to truly focus on recruiting, training, and retention of cyber security professionals. One of the critical and growing problems those of us running security organizations face is the shrinking pool of technical cyber-security talent.”

Beyond just lists, there’s an interesting half-hour video discussion on 2010 Trends: More Speed and Integration, featuring Jeremy Owyang.  Big picture stuff—worth watching.  And for a big picture retrospective, Jeremy’s column at Forbes considers 2009 Social Media TrendsHighlight: “Humans are social creatures and, as a result, they tend to band together in hard times. During financial crises, this same behavior is evident: People connect to one other, share, learn, and communicate. What’s more, with unemployment at record highs, those with internet access have more time–and need–to connect with others.”

Another backward glance that illuminates the future comes for Kevin Wheeler in an column, The End of a Decade, the Good Recruiter, and Technology.   Highlight: “Recruiters eagerly adopted Facebook, LinkedIn, Twitter, and other tools as the new panacea, feeling perhaps that if the Internet couldn’t fix their problems, then social media would.  They too have been disappointed, because the Internet, applicant tracking systems, CRM, and social media are tools that enable knowledgeable, skilled recruiters to do a better job. They are not, in themselves, solutions to anything and will not magically make anyone a good recruiter.”

Thanks to all these thinkers for the ideas they provide—and here’s hoping everyone who reads this is now safely into a productive, exciting New Year!

(And thanks to DeanFotos66 for the magical crystal ball.)

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Cynthia Giles has followed a serpentine career path from academia to publishing to marketing and design to information technology and corporate communications. There’s plenty of detail about this journey at, but briefly--the common theme has been ideas, and how to present them effectively. Along the way, she became an accidental expert on data warehousing and business intelligence, and for the past ten years she has combined corporate contracting with an independent consulting practice that focuses on marketing strategy for smaller businesses and non-profits. Having spent quite a bit of time looking for work, and anywhere from two weeks to two years inside a wide variety of American companies—she has given much thought to what works (and what doesn’t) when it comes to creating a great employment fit.