10 recruitment trends to watch out for in 2018 Viewpoint careers advice blog

10 recruitment trends to watch out for in 2018 It is hard to deny the fact that for the past few years, technology has been rewriting traditional recruitment practices, and 2018 looks to be no exception. Whether it’s the jobseeker utilising VR to enhance their profile, the hiring manager improving the upskilling opportunities within their organisation, or the recruiter using AI to screen their candidates; it’s safe to say everybody’s world of work looks set to change. So which recruitment trends look set to dominate in 2018? 1. Recruitment remodelled to ‘Find Engage’ In 2018 a new model of recruitment will emerge; fuelled by technology, the dynamics of the digital world, data science and AI. The historic and conventional ‘Advertise Apply’ model (where active jobseekers at that point in time apply to advertised vacancies) will be superseded by a ‘Find Engage’ approach. The ‘Find’ element of the equation involves using digital technology and data science analytics to reach deep into candidate pools and examine large amounts of data to prepare shortlists of the most suitable active and passive job seekers, extrapolate meaningful patterns and gauge how open to new job opportunities a potential candidate is. The ‘Engage’ element puts the relationship back at the heart of recruitment to understand a candidate’s personal priorities and aspirations for a successful outcome. It’s a game-changing transformation for employers and external agencies alike. 2. AI candidate screening Automated and machine-learning algorithms will be used to screen CVs and communicate with candidates. While this is a complex AI challenge, in 2018 organisations will work on ‘training’ ontology to convert the semi-structured data of CVs and job descriptions into a consistent format for processing which, once implemented, will significantly accelerate the shortlisting process. 3. Virtual reality (VR) to enhance a jobseeker’s profile While some organisations (PwC  for example) provide VR tours that give jobseekers an indication of the workplace and culture, jobseekers too could start to embrace the technology showcasing the skills and competencies which enhance their online profiles. For example, hiring managers could virtually explore an architect’s completed projects, an IT project manager’s applications development projects or a marketing manager’s campaigns. 4. Augmented reality (AR) As AR becomes more mainstream, organisations will experiment with interactive candidate experiences. For example, AR could allow a candidate to walk through the workplace, participate in a mock client meeting or another relevant activity, and sit with an employee who talks about their typical day. 5. Jobseekers enhance their personal brand using video Expect jobseekers to embed video content in their LinkedIn profiles, as part of building an engaging personal brand. This will offer hiring managers and recruiters a deeper insight into their expertise and potential cultural fit. 6. Automation to fuel temp jobs Automation and technological advances will eliminate some jobs but also create new ones. In 2018, this will be most obvious in the creation of highly-skilled temporary and contract roles, which will require people with particular knowledge and expertise surrounding non-repetitive tasks, particularly when applied to planning, interacting with others or making decisions. 7. Upskilling a key benefit Given the current rate of technological change, knowledge and skills have a shorter use-by date. The top talent therefore look for roles offering upskilling and development, whether that’s through extra responsibilities, working on projects outside their original scope, mentoring or allowing time to attend conferences or webinars. For employers, this can be a key benefit that will differentiate you from other organisations in 2018. 8. Low-skilled in less demand, highly-skilled in greater demand As digitalisation technologies (AI, big data, online platforms and computers that communicate with each other) grow in prevalence in the workplace, low-skilled jobs will become less common. Meanwhile, the number of highly-skilled jobs that involve non-routine duties will grow. 9. Finance technology professionals needed The finance sector has evolved rapidly over the past few years. Customers are demanding more secure, seamless and innovative services, a bar which has been set extremely high by other industries such as life sciences and recruitment. According to PwC’s 19th Annual Global CEO Survey 70 per cent of leaders said that the speed of change in technology was a concern. As such, over the next few years we can expect the deployment of technology products and services to feature highly on the agenda for finance CEOs, and with that, the skilled professionals required to deploy these products and services. 10. Diversity an ongoing priority As varying skills shortages remain around the world, skilled overseas workers will continue to serve as a viable solution. This trend has been facilitated by advances in technology, whether it’s through the use of remote working, VR video conferencing or Skype interviews. As workforces diversify (be it gender, cultural background, age or disability diversity, or even diversity of thought), organisations will place diversity and cultural intelligence high on their HR agenda, in a bid to integrate diverse workers and maintain productivity. The world of work is moving at an unprecedented pace, with technology the main catalyst. What’s more, these changes are showing no signs of slowing down, both for the employer, the candidate, and the recruiter. These trends present opportunities for innovative employers to source the best talent, and adaptable candidates to secure the best roles, provided both keep an eye out for these top trends, and use them to their advantage. For more insights on recruitment trends and advice on talent attraction, take a look at our other blogs: 5 signs you need a Christmas temp AI will be a big part of our future but what does that mean for businesses searching for talent? How can you hire people who mirror your brand values? Why recruiting temps is no longer seen as a knee-jerk reaction Six of the best risks you can take when hiring new talent Five ways to attract Generation Z