Happy 2019 (soon)! As we get ready for the New Year, we thought we’d explore the next 12 months to see how they may differ from 2018 from a hiring standpoint. How will AI affect recruiting and staffing? How will candidate interviewing evolve? How will data affect sourcing?
Take a look below.
- Talent will continue to call the shots.
If you think finding great people is going to get any easier next year, keep your sourcing and networking skills sharp because the economy is expected to continue to grow throughout the year and so the hot candidate market is expected to continue apace. In other words, as it stands now, employers/recruiters don’t pick candidates, they choose you. And that state of affairs is expected to continue throughout the coming year.
Many recruiters and employers have started treating candidates more like customers. Which means hiring this coming year will mean using even more marketing tactics in recruiting so that you attract, convert and retain your customers candidates.
In other words, you’re going to continue to be exceptionally nice to candidates (as you’ve always been, of course!) and you’re going to continue building solid relationships with them. You want to continue to be their BFF throughout the recruitment process and beyond.
- Speaking of BFFs, say hello to your new best friend, AI.
Many recruiters worry that artificial intelligence will take sourcing/recruiting jobs away, and while it may take the really tedious aspects of the recruitment process from off humans’ hands (tasks such as screening resumes and scheduling interviews, for example), it actually will make recruiters’ lives better and more enjoyable, allowing them to do the things they entered the field to do: to connect great people with their employer (and for independent recruiters/staffing firms, other great companies).
AI also will help recruiters and hiring managers improve quality of hire, because AI uses data that standardizes the matching of a candidate’s experience, skills and knowledge to a job’s requirements, thus helping match the right person to the right job, resulting in more productive and happier employees. You know, the types that tend to stick around for the long term.
In addition, LinkedIn’s Global Recruiting Trends Report 2018 predicts that AI also will remove human bias in hiring and save employers money.
- Job interviews may become more like auditions and it’s possible we’ll start to say goodbye to the paper resume.
As more and more employers start placing more and more importance on “technical” skills, employers may start asking job candidates to perform aspects of the job during the interview, an audition of sorts. (Marketers may be asked to create a marketing plan while coders may be asked to create some code, for example.)
Meanwhile, because companies also are looking for soft skills in addition to technical acumen, a candidate’s social media profile or a video submission may provide an accurate first impression more accurately than the traditional “paper” resume.
(Job seekers take note: it may be necessary to create digital portfolios, your own website, etc. And make sure to clean up your social media profiles!)
What about you? What hiring/recruiting trends do you see making stronger footholds next year? Let us know by contacting the Helpmates branch nearest you. We’d be happy to offer tips/best practices on how to recruit top talent in 2019 and beyond.