2018 recruitment

Recruitment in 2018

December 28, 2017 By: Dave Rietsema
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In the last decade, recruitment has changed dramatically. This is in part due to advances in technology, but it also has to do with shifts in the way that human capital is being viewed and with the way that employees view their jobs. In keeping with these shifts in perspective and practice, 2018 should introduce some changes to the way that we recruit.

More Proactive Hiring of Passive Candidates

Searching for passive candidates has been standard practice for a while, after all, candidates that are currently employed and don’t necessarily need the job are likely to be pretty skilled and employable. In 2018, however, we may see a more proactive approach being taken when it comes to the way that we find and interact with those passive candidates.

Rather than waiting for passive candidates to reach out and apply, companies may begin using the tools available to make the first move and reach out to the candidates. If a potential candidate seems perfect for an open position based on their professional and personal online profiles, it may be in a company’s best interest to initiate contact and ask for a resume.

Anonymous Hiring Using AI

Bias can be a real problem when it comes to hiring, many interviewers and hiring managers discriminate in one way or another without even realizing it. Some companies have decided to address the issue by using artificial intelligence (AI) to hire anonymously.

In this tactic, the candidates are interviewed by a “Chatbot” and the responses are ranked and recorded. The candidates are blindly hired based strictly on merits and predefined characteristics, leaving no room for bias or discrimination of any kind. Since this is a relatively new practice, the results of this method of hiring haven’t been analyzed in detail yet, but it’s liable to be more effective for some jobs than others.

Accommodating Higher Expectations for Candidate Experience

Candidates expect to be treated well, informed thoroughly, and communicated with frequently throughout the hiring process. In the past, many companies have gotten one or more of these aspects of the candidate experience wrong. In 2018 and beyond, the candidate experience will need to meet these high expectations in order to attract the top talent.

Employers should remember that it’s not just about making sure that the candidates that do get hired on have a pleasant experience, either. Even when a candidate is rejected, they should be notified and treated with respect. Candidates’ experiences are being shared widely online and may impact a company’s overall reputation, potentially effecting customer loyalty, job satisfaction, and future hiring.

Use of Analytics in Hiring

Emerging technologies allow companies to match candidates to positions based on data collected from the candidates through resumes and interviews. Applicant tracking system (ATS) solutions are likely to incorporate this type of matching system even more throughout 2018 and beyond. Many employers will move away from emotion-driven hiring and lean towards data-based decision making as the algorithms are perfected and the functionality becomes more widely accessible.

Sources:

Applicant Tracking Systems

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