1. HR and Talent Acquisition Automation on the Rise
While the most important technology in this respect is still programmatic job advertising, there’s a lot going on in terms of automation for HR and talent acquisition professionals. A dvancments in artificial intelligence (AI) and machine learning have lead to smarter ATS platforms, chatbots and more. Therefore, it’s important to keep an eye on advancements in this space and constantly evaluate how these tools can save time and money.
2. Renewed Focus on Social Recruitment
It’s easier to get your jobs on social networks than ever before. As such, we’re seeing more and more recruiters take advantage of these sites as new candidate sources. With Gen Y (Millennials), and even Gen Z, accounting for a much larger portion of today’s workforce, there’s a much larger market of candidates who are considered “digital natives,” effectively creating a larger target for your social job ads. Add on the fact that Facebook, Google and Microsoft are all experimenting with recruitment on their networks, and we can see this trend taking off.
3. Greater Attention to Detail in Mobile Candidate Experiences
More and more Americans today are using their mobile devices as their primary source of internet access–meaning many are also using their smartphones as their primary job application devices. As we just discussed, this sentiment is especially true when we consider the habits of digital natives who can’t remember a time before computers and whom have lived the past decade on a smartphone. You can probably start to see why mobile should be top of mind. As a result, we expect this to force businesses to once and for all optimize their mobile candidate experiences, if they haven’t done so already.
4. Accelerated Adaptation of Marketing and PR Best Practices
In 2018, we expect to see recruitment begin to look even more like marketing and PR for the businesses who do it best. What we mean by this is recruitment marketers will continue to adopt best practices from these spaces, bringing over content marketing, candidate lead generation and nurturing campaigns, branding and more into the fold.
5. Changing Workforces Creating New Recruitment ChallengesA shift in job-seeker desire toward freelance work and remote labor becoming more accessible (to name but a few factors), the workforce isn’t just changing–it’s changing dramatically! As the workforce evolves, so too must the strategies used by companies to attract quality job seekers. Some job ads, for remote employees for example, might require more competitive bids (for higher click-through-rates) to better meet the higher interest levels among candidates. All in all, this just means that certain recruitment strategies will require more nuanced approaches than others.
6. Priority On Sourcing "Passive" CandidatesSome recruiters point to a shortage of skills (a.k.a. “the skills gap”) as their biggest recruitment obstacle. The skills gap is so bad in some spaces, such as in the AI industry, that businesses are willing to pay in the high six-figures to bring talent on board. These candidates that need to be tracked down and have job opportunities “sold” to them are considered “passive candidates,” and they exist in professions without skills gaps, as well. The idea here is, the best talent is often already employed and sometimes happily . Therefore, you need people actively reaching out and recruiting these potential candidates to have the highest quality talent pipeline possible. There’s little evidence to suggest the skills gap will be resolved anytime soon and therefore the need to actively source passive candidates will only grow.
7. “Blind Hires” Powered by AnalyticsOne of the most important challenges facing HR leaders today is diversity–or the lack thereof–within their organizations. However, new advancements in recruitment technology such as End-to-End Analytics, now make it possible for recruiters to do things like identify the best sources for quality candidates. Ultimately, this type of technology allows applicants to make their way further down the recruitment funnel before they’re seen by human eyes, helping eliminate biases along the way and bringing us closer to “blind hires.” Therefore, we expect many recruitment marketers to invest in technology that will help them meet and exceed diversity standards.