2009 - What will be different

Well, 2008 came to us on a high note and ended on what many have said is the lowest of lows. Mortgage crisis, housing decline and the US automotive industry on brink of collapse were the highlights of the low lights.

Going into 2009, what can we expect recruiting? I do not have a crystal ball, or even a magic eight ball, but I would venture to say to following should happen in your departments during the upcoming year:

1. Companies will continue recruiting but the focus will be on up-grading positions and selective replacements.
2. Companies will rely more on in-house recruiting than 3rd party agencies. In-house recruiters will have to dust off their Rolodex's and get in the trenches to source candidates.
3. Web 2.0 networking will be critical - good recruiters always work on their networks, even during the tough times.
4. Alternatives to sourcing will need to be explored and maximized. It may be time to add some pep to your ERP program and/or strengthen your military recruiting program.
5. Recruiting departments will need to go through some level of business process re-engineering to streamline processes and take costs out.
6. ATS optimization - training your recruiters to get the most out of what you currently have.
7. Re-evaluation of metrics - Does it make sense to focus on time to hire, when upgrading talent is the goal?
8. Business acumen - this is a great time for recruiters learn more about the business they serve. Recruiting leaders should be doing everything they can to aid in this process. Cross functional projects, sites visits or attending operational reviews should all be considered during this time.
9. HR acumen - Recruiters that have interest in other areas of HR should take this time to build their internal networks, learn about other discipline's within HR and participate in cross discipline projects. I guarantee that learning as much as you can about compensation, especially executive compensation, will help build anyone recruiting competency.
10. Prepare, Prepare and Prepare, so that when things start to turn around, you and your departments are leading in the war for talent, not lagging.