How will digitalization and the growing thirst for talent influence the future talent recruitment landscape? It's time to turn our attention to five potential trends for the future. Trend 1: Power continues to shift to the candidate According to one study, 83% of recruiters currently believe that the power in recruiting has shifted from the employer to the candidate. Furthermore, this change is expected to continue in the future and thus shape how recruitment works. The candidate-driven marketplace means the “active recruiting approach” is becoming obsolete. Instead, recruiting needs to be better equipped to sell the role to candidates and emphasize the recruiting experience. As mentioned above, the trend of attracting potential candidates earlier has already started. Recruiting from universities and schools becomes a key element in selling the organization to candidates, who ask themselves "Why should I work for you?" » This means that recruitment should focus not on what is expected of the candidate, but on what the candidate can get out of the organization and the role. It is also likely that the recruitment market will need to focus more on personalizing the process. Just as executive recruitment is currently designed to provide the candidate with a unique experience, graduate recruitment is likely to become more personalized too. Companies also need to address the “passive candidate” problem. These are candidates who are not actively looking for a job (first job/new job/job change), but are open to ideas. Instead of waiting for talent to come to the organization, organizations need to be more active in recruiting them. As the demographics of many Western countries are changing, the younger workforce represents...... middle of paper..... .% from application, while career sites take usually 55 days. Referred employees also stay longer. Since the benefits of hiring by referral are so large, the trend is more likely up than down. Summary Digitalization has already had an impact on talent recruitment and different applications of technology will likely continue to impact the recruitment landscape. As recruiters must adapt the way they think about the recruiting process, certain practices will continue to remain at the forefront of talent acquisition. Attracting young talent, implementing Bi Data analysis and using mobile phones are challenges that recruiters must prepare for. On the other hand, credentials and the importance of focusing on candidate personality and fit, rather than just skills, will continue to be at the center of the talent recruitment game..