The art of connecting potential with opportunity in 2018

Craig Sneesby - March 14, 2018

What’s trending for talent so far in 2018?

With artificial intelligence and social media on the rise, what does this mean for recruitment and the art of connecting potential with opportunity?

    1. AI and technology: the reinvention of the human recruiter

Talent trends for 2018 suggest that, as technology automates certain (more cumbersome) aspects of the recruitment process, this will actually create a more personal, segmented and strategic experience for both recruiters, clients and candidates alike. What is recruitment really about? It should be about creating a warm and welcoming candidate experience, offering meaningful advice to business partners, and achieving mutually beneficial results for both client and candidate. With the help of technology and excellent support teams, recruiters will be allowed to spend more time and energy on the truly important things: the people and the strategy.

    2. Sourcing gets personal

Artificial intelligence, virtual reality, social targeting… It really is a brave new world. The mining of big data has allowed the virtual world to quickly identify, segment and target qualified candidates, allowing the recruitment process to progress smoothly.

    3. Work flexibility no longer a simple buzzword in 2018, but a cultural movement

As part of the workplace culture movement, flexibility and work-life balance are two priorities that will continue to be ranked highly in an employer’s retention strategy across this year. With employers offering increasingly flexible working conditions, including opportunities in a growing gig economy, options to work remotely, and flexibility for working parents.

    4. Where will the millennials lead our economy?

The time has come for aging millennials to take up leadership positions in the workforce, and we have already begun to see their impact. With flexibility in the workplace ranking highly on their own list of priorities, millennials are already influencing the movement of health, wellbeing and work-life balance across the workforce. Additionally, millennials are known for their emphasis on collaboration, growth and development, and a sense of purpose in their work. Millennials are the poster children (now adults) for driving – and truly living – the workplace culture we all desire.

    5. Internal hiring is on the rise

As part of the workplace culture movement, employers have an increased focus on growth and personal and professional development for their employees. Leaders are choosing to find internal solutions to recruitment needs, taking a preference to invest in their employees and upskill them to grow into a vacant role. Not only does this ensure greater employee retention, statistics show that employees feel a greater sense of job satisfaction when they feel that their employer is willing and able to invest in their professional development.

    6. Graduate opportunities on the rise

Employers are choosing to create in-depth, multi-week induction and training programs for new graduates. Across 2018, graduate programs will provide the opportunity for new employees to develop an attachment to their team, the business, and the purpose behind their work.

    7. Social media as a communications system between candidate and recruiter

In an age of instant messaging, it has become even more important for recruiters to keep in touch with their clients and candidates. Instant and interactive, social media is a growing medium for candidate communications.

    8. Behind-the-scenes of your business with social media

Another priority high on the list for employees, clients and candidates alike is transparency within the business. Social media has played an important role in painting a true picture of company culture, a trend which will continue across 2018.

    9. Job hopping is no longer taboo

With millennials vying for new opportunities that suit their lifestyle and candidates in high-demand, resumes featuring two-year stints at a company are becoming more normal. While it is important to support staff development (outside the team, if need be), the key to employee retention is to continue to invest in the internal development of your employees.

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