Employment Enterprises Blog

3 Predictions for Recruiting in 2018

Posted by Ji-A Min on Jan 8, 2018 10:57:00 AM

Manager interviewing a male applicant in her office.jpegLast year, my predictions for the top three recruiting trends of 2017 were new technologies including artificial intelligence (AI), a focus on workplace diversity, and talent rediscovery.

It turned out that 2017 was undeniably the year of AI.

What will the new year bring to the world of recruiting as the economy improves and unemployment dips to a 16-year low? Here are my top three predictions for 2018.

1) AI in Recruiting Will Become Mainstream

Trends and fads come and go in recruiting, though some do actually become mainstream. Over the past year, artificial intelligence-enabled software has become a key tool for sourcing, screening, and pre-qualifying candidates. In other words, AI is here to stay.

The technology has gotten a lot of attention because of its efficiency. Plus, the market looks ready for mass adoption–a recent survey from Jobvite found that 43% of recruiters believe AI will have a positive effect on their jobs, while only 7% believe AI will have a negative effect.

2) Quality Will Trump Quantity in Sourcing

SocialTalent's latest Global Recruiting Survey found that the average recruiter sourced 225 candidates for a single hire, which translates into a 0.4% overall conversion rate.

Top performing recruiters, on the other hand, sourced 91 candidates on average for an overall conversion rate of 1%, representing a 150% increase in efficiency.

In 2018, as hiring volumes continue to increase, recruiters will have to prioritize quality over quantity. This requires adopting AI or smart automation technology that can improve candidate matching and recruiter efficiency by learning a job's requirements, scanning candidate databases, and creating a match score to identify the strongest contenders.

With this strategy in place, talent acquisition leaders and hiring managers will have to assign less value to recruiting funnel volume and instead assess how effectively their recruiting teams are optimizing conversion rates and reducing hiring time.

3) Candidate Experience Will Become a Differentiator

Recruiting has a bad reputation for its slow, outdated, and sometimes unfriendly practices. But, organizations are starting to realize that a great candidate experience is an important differentiator in the hiring process.

In 2018, more organizations will adopt the "candidate as consumer" mindset. Just as today's consumers want consistent updates on their online orders, candidates want immediate, real-time information about their job applications.

One way to deliver this is through recruitment chatbots. Similar to Alexa, Siri, and Google Home, recruitment chatbots use AI to understand questions and answer them as a real person would. Companies can opt to have a chatbot respond to emails or have the bot carry out conversations via SMS, social tools like Facebook Messenger, messaging apps like Slack, and specific application tracking systems.

According to a recent survey by Allegis, the majority of candidates are receptive to chatting with a bot in the early stages of the application process. Sixty-six percent of candidates are even comfortable with a chatbot taking care of interview scheduling and preparation.

While candidates still prefer a human touch, they understand that it's no longer realistic at every touchpoint–they're just eager to gain insight into their application status and to get through the job search process faster.

Download HR Insights Magazine


This article was originally printed in ReWork, an online magazine sponsored by Cornerstone OnDemand, a leader in cloud-based applications for talent management that helps organizations recruit, train, manage, and connect their employees.  Ji-A Min is the Head Data Scientist at Ideal. Ideal uses artificial intelligence to help make precise and efficient high-volume hiring decisions. Companies use Ideal's Intelligent Screening technology to sift through the resume noise and instantly identify who to interview. Ji-A holds a Master's in Industrial-Organizational Psychology and her expertise is in data-driven recruitment, people analytics, and HR tech.

Copyright © 2017 Mamu Media, LLC All Rights Reserved.

Topics: Recruiting, candidates, 2018, quality, jobs

Subscribe to our Weekly Blog Newsletter