Like most industries, the human resources industry is undergoing a transformation, driven in part by advancements in technology. HR teams increasingly rely on technology tools and embrace other changes in order to maximize the efficiency of their hiring processes and source top candidates while accommodating social trends and complying with laws and regulations.
Many trends are driven by a desire to attract top-tier talent, more effectively screen candidates, and cultivate a workplace environment that fosters loyalty. To learn more about the top trends influencing HR and hiring practices today, we reached out to a panel of hiring managers and HR pros and asked them to answer this question:
“What are the biggest trends in human resources and hiring/staffing for 2018 and beyond?”
Meet Our Panel of Hiring Managers and HR Pros:
- Sophie Miles, VP of Marketing & Co-Founder
- Susan Power, Owner & CEO
- Lauren Griffin, Head of People
- Travis Arnold, Marketer & Agile Marketing Proponent
- Jenna Ryberg, Human Resource & Accounting Director
- Jeff Butler, Workplace Expert & Author
- Daniel Perelman, Founder
- Jacob Dayan, Esq., CEO & Co-Founder
- James Hu, Founder
- Matthew Tant, Founder
- Steve Pritchard, HR Manager
- Nate Masterson, Marketing Manager
- Regina Esslinger, PHR, Manager of Human Resources
- Kevin Adkins, Founder & CEO
- Shawn Breyer, Owner
- Marielle Smith, Recruiter
- Jessica Webb-Ayer, Legal Editor
- Karen Huller, CCTC, CPRW, CCHt, CEO, Corporate Leadership Consultant & Career Coach
Read on to learn what our pros had to say about the biggest trends in HR and hiring and staffing today and in the coming years.
Sophie Miles is the VP of Marketing & Co-Founder of CalculatorBuddy.com, a tech company in expansion to USA, Canada, and South Africa.
“One of the biggest trends in HR in 2018 and beyond is…”
I would say Employer Experience. Nowadays, employees expect to live experiences while working that make them grow both professionally and personally, and enjoy what they do. Because of this, being connected through different devices, mobile applications, social networks guarantees their Employer Experience.
Modern organizations have started to implement this Employer Experience to make the work activity a positive experience, even when we can talk about Human Resources. However, the introduction of new technologies by HR is slow and there is still a long way to go.
Human Resources 4.0 contemplates new technologies, tools that can measure the employee’s experience, analyzing their degree of engagement, through the analysis of collaboration spaces that organizations enable (comments on corporate social networks), analysis of survey results. satisfaction, geolocation analysis. Fundamentally, HR 4.0 makes use of new technologies to know the experience of employees in their workplace.
On the other hand, HR has a lot to learn from Marketing. Working collaboratively, Marketing and HR can develop large projects around the brand that not only focus on the client, but also on the commitment and preferences of employees.
Susan is the Owner & CEO of Power HR Inc., a boutique human resources company recently established in 2018. Susan is a human resources professional. Her business approach is to be very transparent and candid, and to create value in a way that advances an organization closer to its vision and goals.
“Trends in human resources include…”
Using artificial intelligence to parse through resumes and do initial phone/video screening. This provides a short list of screened candidates to the hiring managers and also has the benefit of eliminating systemic bias (e.g., gender, race, etc.). AI is embedded into the workplace with collaboration tools like Slack, which helps employees communicate. Other AI software measures productivity, teamwork, professional interactions, and deviations in expense claims and even improves hiring practices.
Another trend in HR is focusing on hiring for soft skills and learning agility, and developing employees’ empathy and emotional intelligence capability. We know that empathy is not a strength of artificial intelligence so the biggest advance for humans is to increase their human judgment, active listening, and emotional connection and relationships that they build with others. Many organizations are focusing on learning agility and emotional intelligence when they hire new talent. Essentially, human resources needs to support talent to out human machines. This will be the focus area of the future, jobs that involve caring, and ensuring employees actively demonstrate empathy to connect with team members and customers.
Lauren Griffin is the Head of People at Jakt. She is a self-motivated product manager and former attorney with over 5 years of experience in managing heavy caseloads with multiple demands simultaneously. Highly skilled in research, persuasive communication, analytical thinking, and problem solving.
“One of the biggest trends in hiring and staffing today is…”
Diversity, but not like previously when it seemed to be focused on more of a “quota,” but that employers see and believe in the value of diverse teams. Diversity leads to not just improved culture but also improved performance and product.
I’m seeing more info out there about interviewing for EQ and soft skills where it seems that previously not as much weight was assigned to assessing these types of skills.
Gen Z is now entering the workforce and with that brings new challenges to management. From what I have seen so far there doesn’t seem to be a lot of info out there about this generation’s motivations, priorities, and needs. Teams may have a bit of a learning curve as this generation becomes more involved in the workforce.
As far as trends in tech as it relates to HR – seeing more and more products using AI to source, screen, and manage candidates.
Travis Arnold is a marketer, experience seeker, skier/biker/runner/hiker, and agile marketing proponent. He cut his teeth in the human capital software world before co-founding Herefish where he acts as CMO and manage operations.
“Staffing agencies and HR departments are now adopting…”
Modern B2B marketing techniques to better engage candidates throughout the recruiting/career-lifecycle.
In the past marketing was an afterthought, often relegated to simply posting jobs on (dying) job boards. With more jobs than candidates to fill them, the competition for talent is reaching new highs, so using marketing automation tools to stay top-of-mind can bring a needed advantage.
Overall, automation has dominated breakout sessions at conferences nationwide; this includes software for texting, chatbots, data cleanup, email, and more.
Jenna Ryberg has been with iDashboards since 2009 and has developed and maintained the Human Resource and Accounting departments, policies, and procedures over this period. She currently serves at the Human Resource and Accounting Director and is the driving force behind the yearly iDashboards Conferences. She is the mother of two boys and an active runner outside of work.
“One of the biggest trends I have observed in human resources has been an increase in digitization…”
Responsibilities like legal compliance, recruiting research, and performance management are now digitized – almost completely. The power of digital technology can help transform a business and more HR departments should be taking advantage of it! Stagnant reports are no longer good enough. In 2018, leaders in HR have been tracking and visualizing their data through interactive digital dashboards.
Employee engagement is another hot topic in HR right now, and what better way to measure employee satisfaction than with dashboards that can display data from surveys and company data gauging metrics like: productivity, employee recognition, sick/personal time off, and turnover rates?
Jeff Butler is a workplace expert and author who has addressed companies like Amazon, Google, and Coldwell Banker on issues such as hiring amazing talent in addition to hosting a podcast that helps young professionals prepare for the tech industry. Jeff has helped fortune 500 companies and thousands of professionals across the United States on employee engagement and retention.
“There are three major trends in hiring/staffing and human resources in 2018…”
- Less emphasis on salary negotiation
- Facetime to Performance Driven Management
- Contract based jobs vs career based jobs
First is less emphasis on salary negotiation, and what’s happening right now is a lot of salaries are now being outsourced so it’s becoming very transparent on what certain companies can and cannot afford.
Next, a shift from facetime to performance driven management. It’s predicted that by 2020, 50% of employees working for US companies are working remotely at least one day a week, and that trend is on the rise. That means that managers are switching from facetime management to performance, which involves breaking up projects and being able to have people work from anywhere and get work done.
And last is contract based jobs. Essentially you have a lot of companies that are experiencing increased turnover which means that the jobs are shorter, without the career basis that once was commonplace. Now, more professionals will be on a contract basis of several months or a couple of years.
Daniel Perelman is the Founder of Nexdep.com.
“The biggest trend has to be automated staffing, or ‘Uberizing,’ of industries…”
I’ve developed Nexdep.com to do just that for litigation support and court reporting.
Attorneys can schedule court reporting events in seconds, and our system alerts nearby stenographers and other litigation support professionals instantly.
Transactions take place on the platform, eliminating delays, paperwork, invoicing, etc.
Jacob Dayan, Esq. is the CEO and Co-founder of Community Tax Resolution, a finance and accounting company based in Chicago.
“A trend that really started forming in 2017 is the inclusion of finance and wellness programs as a benefit offering…”
This trend will expand rapidly in 2018 and begin to take a more personalized, employee-centric approach. Many HR departments have started to focus on how they can deliver benefits that are tailored to each individual employee rather than a standard, company-wide benefits package. Technology is playing a major role in this shift, as employees often have access to apps and other programs that allow them to take their personal and financial health into their own hands. Ultimately, this expansion of benefit programs is not only becoming more personalized but also more technological.
James Hu is the founder of Jobscan. Jobscan empowers job seekers by analyzing how likely a resume will get past an Applicant Tracking System (ATS) and uses advanced machine learning techniques to optimize job seekers’ resumes. James grew up in Seattle and graduated from the University of Washington.
“The use of Applicant Tracking Systems (ATS) continues to rise drastically…”
Jobscan’s June 2018 proprietary research shows that 98.2% of Fortune 500 companies use ATS. As some ATS grow more sophisticated, others continue to rely on old technology, making it all the more challenging for a job seeker to understand what they need to do to get their resume seen by a recruiter or hiring manager. Making sure job seekers understand that tailored, optimized resume keywords can make a massive difference in their job hunt continues to be a growing trend in career development, job searching, and recruiting.
Matthew Tant is a healthcare staffing industry veteran who has worked every facet of the business, from recruiter to CEO. In 2010 he founded a healthcare care technology staffing firm which became one of the fastest growing healthcare staffing firms in the U.S. In 2015, he launched Relode, a crowdsourced recruiting platform that is on a mission to create a new standard of value, service, and innovation.
“I see the number one trend in hiring being…”
A rise in employee referral programs and crowdsourcing. There’s a ton of data around how referred employees stay longer in their positions and tend to be better workers with higher productivity overall, and I think employers are going to start recognizing this more and more.
I see this knowledge being implemented not just in a micro sense (i.e., just one employee referring a friend to one company), but also in a larger sense, with more employers implementing crowdsourced models that allow experienced professionals to refer other professionals to positions.
Steve Pritchard is the HR Manager at Cuuver.com.
“Two of the biggest trends in hiring and staffing are…”
Employers selling the job to candidates
The hiring process is becoming more about employers impressing the candidate, rather than candidates impressing the employers. Candidates will still need to be a good match with what the company is looking for, and they will still need to make sure that they impress the employer in their interview, but employers will put much more effort into impressing the candidate during the hiring process. Once employers have identified the candidates they are most interested in, they will look to accommodate them so that the role best meets their needs and preferences. They may do this by offering them more flexible working hours, different responsibilities, or additional employee benefits. Employers will also seek to sell the company culture and work lifestyle to candidates to make the job more appealing.
More flexible roles
We are likely to see a reduction in employers advertising “fixed jobs.” More employers are realizing that in reality, one person doesn’t do just one job at a company; they take on a varied set of roles and responsibilities, doing extra jobs whenever necessary. Because of this, employers are set to begin advertising their roles in a similar manner. The focus will be less on doing a particular job at a particular company, and more on working at a particular company doing multiple jobs, but with a handful of core responsibilities.
Nate Masterson is the Marketing Manager for Maple Holistics.
“There are a few trends shaping hiring/staffing and HR in 2018 and beyond…”
1. Using multiple tools to assess a candidate
Interviews for the last little while have been considered passe because face to face isn’t the best way to get to know a candidate. A candidate should instead be assessed based on an assessment of skills, understanding the weaknesses of the candidate, etc. There are a few tools you can use instead that can help find you the best candidate better.
Online soft skills assessment – using these sorts of platforms can help measure teamwork compatibility, learning, and understanding other talents of each candidate.
Job auditions – a job audition is when you hire a candidate for a day give them tasks and see how they complete them. These are also worthwhile, as they allow you to see the candidate’s skills assessment of the situation and ability to tackle new and unfamiliar tasks.
VR – similar to the job audition, the VR inserts the candidate into a situation and the candidate has to react.
Diversity is important for growth; it’s not just a box to check. The data shows that diversity brings up overall performance. By diversifying your talent pool you can broaden your ability to find the best candidate. Diversity also offers the benefit of expanding and bettering your office culture, as well as better represent your customers.
AI is a huge field, and as it expands into the interpersonal, they will begin to help assess a candidate’s compatibility, skill set, culture fit, and so on. AI is the future of streamlining everything.
Regina Esslinger, PHR
Regina Esslinger, PHR is the Manager of Human Resources for UniqueHR, a PEO providing Staffing, Human Resource, Employee Benefits, Payroll, and Risk Management to companies throughout Texas, Nevada, and California. Ms. Esslinger has been in Human Resources for more than 20 years, earning her CPC Certification, SHRM-CP, PHR, and is currently pursuing a masters in Human Resource Management.
“2018 is a tight job market, and we anticipate this trend to continue into 2019 and beyond…”
Unemployment is down. Companies are competing for top talent. Wages are increasing and new employee benefits are emerging. Just as we saw dental plans added to attract workers in the 1950s and ’60s, student loan payoff programs are attracting millennials strapped with student loan debt. Trades are in high demand and we are seeing a shift in high schools and colleges expanding their trades programs. This includes partnering with local companies for apprenticeships and training. As the job market continues to tighten, we will see wages continue to rise and companies get creative with their offerings.
Kevin Adkins is the founder and CEO of Kenmore Law Group, an accident law firm based in California.
“I have noticed that HR and staffing have been starting to follow trends that are a direct result of the younger workforce…”
As 2018 and beyond continue, the workforce is generally becoming younger, more tech-savvy, and more concerned on growth, whether that growth is personal or as a brand. As such, businesses have to focus on ways to acquire and retain employees who are young and have more opportunity than ever to become entrepreneurs or spend a lot of time jumping from company to company as their skills are required ore elsewhere. The concept of a long tenured career with one business is almost outdated – once younger employees start to feel stagnant or as though they aren’t learning as much, they get the itch to acquire a different skill and move somewhere they feel more useful, appreciated, and impactful.
With this comes the necessity to focus on employees. Although businesses run on profits, some have forgotten what makes those profits come in – the workers. The “human” part of HR has been nearly forgotten about, and the change in attitude of workers reflects that. Many businesses are starting to offer more perks of being employees, such as care packages, lunches, room for creative growth, and more. As the need to keep employees feeling worthwhile continues to rise, businesses are going to do what they can to retain employees.
Further, businesses are going to come to the conclusion that hiring only a few people with a large skill set may not be as efficient as it appears. When you don’t spread the work out among many people who can efficiently complete projects and assignments, your workload will bottleneck and not much will get done. Human resources departments are beginning to acknowledge that special skills are worth their own positions, and it is more beneficial to have the additional person on board who can handle web design by itself as opposed to having a marketing and communication worker also handle web design in his spare time.
Shawn Breyer is the Owner of Breyer Home Buyers.
“At our company, we have have quit using experience and have begun using…”
Kolbe Index to place people into roles. The idea comes from Good to Great. We know what type strengths people need in each role and we only interview people who have those strengths for the role we are hiring for. We are firm believers that someone can have a plethora of experience, but they could either not fit into our culture or they may not have the right strengths to follow through with the tasks we need them to. We have to train people to perform in the roles at our company anyways, so our focus is on the person themselves and if they will be a good fit for the company and the role, and less on the types of jobs they have had previously.
Marielle leads recruiting at Inflection, GoodHire’s parent company. She’s led recruiting for businesses in the software, marketing technology and services, and entertainment industries, such as Apigee, Estalea, and News Digital Media (Fox). She’s a graduate of UC Irvine and has a PhD in Germanic Languages and Literatures from Harvard.
“HR’s role as an administrative function in the company will…”
Continue to shift to HR being a strategic advantage for the organization as the department continues to be supported by technology that simplifies administrative tasks and frees up our time and resources to make a more strategic impact on the organization.
Jessica Webb-Ayer is a Legal Editor at XpertHR US at Reed Business Information.
“Along with states, municipalities are leading the way in expanding employee rights by enacting various laws to protect workers and enhance their workplace rights…”
If keeping up with state and federal law updates is not challenging enough, employers now find themselves trying to keep up with municipalities stretching their own legislative power to carve out rights and benefits for those employed in their city.
Although it may be difficult and time-consuming, it is essential for HR to stay on top of these changes to make sure they are in compliance with federal, state and municipal requirements. This can be especially difficult for multi-jurisdictional employers because they have to make sure they are managing the unique interplay of the myriad laws.
Karen Huller, CEO of Epic Careering, is a Corporate Leadership Consultant and Career Coach with over 18 years of experience in the employment industry. She focuses on Human Performance Optimization and has a mission to empower more people to pursue work that is fulfilling, purposeful, and prosperous.
“Well, there are the trends that are and the trends that should be…”
A lot of money in HR Tech is being invested in AI and additional screening technologies while candidates are crying out for more human touch and attention and better chances at suitable opportunities.
Within HR, a lot of money is being spent on sexual harassment and bias awareness instead of on mindfulness, communication, connection, and compassion.
There is nothing wrong with AI; it is doing and will do some amazing things to free up talent to think bigger and innovate solutions faster. It scares people, though, much like the move from wood to steel, and steel to plastic, from kerosene to electricity, and carriages to cars. These types of disruptions are happening at an ever-increasing pace. The thing is, we need to evolve the human race at the same pace or faster than technology if we are going to use the technology in the highest good of people and the planet, or we will destroy ourselves.
I know I sound dramatic and doomsday-ish. I’m actually quite an optimist, if not an idealist. But I look around at the problems that pervade the headlines of news reports and business periodicals and so much of it is completely preventable. The fact that not enough is being done to prevent it concerns me, gravely.
There are a few leading edge companies allocating resources in the personal and professional development of their talent, and its paying off for them. There are companies who are realizing that ‘the way things were always done’ has damaged people and the planet, so they’re changing, in spite of the upfront costs of doing so. There are companies in other countries who realize that ample vacation and family leave time have a wrap around payback in productivity, creativity, and engagement. I see consumers being more conscious about where they spend their money, and what companies get their business. I see some companies realizing that their ivory tower leadership needs to be more transparent and approachable to attract today’s top talent..
There is a wave of change coming, and it’s a tidal wave! Some people are staying firm on the beach ignoring the warning signs while others rush to higher ground, and yet others who are pulling and pleading with people to come with them to higher ground. That’s where I feel I’m at.
In 2014 I spoke at a conference where it was shared that ‘80% of the jobs that will exist in 10 years don’t exist now.’ That’s staggering, and proving true. No one knew what an Online Business Manager did in 2014 or what a Virtual Nomad was. At least, those weren’t terms we used. How many Client Success Managers did you know in 2014? It was a thing, but it wasn’t common. Chief People Officers weren’t a very popular thing, either. Human Capital Management was all the rage then. Perhaps the emergence of the CPO means that companies ARE starting to realize that their people are more than just capital, and more than just resources.
I’d love to say that gamification is an up and coming trend, but I spoke to a group of HR professionals in 2014 about it, and I distinctly recall an attendee telling the room that her company had been researching it for 10 years, but can’t get past some perceptions that work is no place for games, even if they do improve learning, retention, application, and engagement. So, it hasn’t come very far very fast, in spite of its potential to.
Some companies are taking fun a bit too much to an extreme, too. Who’s doing work while everyone else is playing? The ones who take their job seriously, and those people are not benefiting at all from these environments. In fact, these people suffer from burnout and grow resentful, which impacts their health. What will these companies do when the employees who actually work get sick?
There is an application for all of these great tools and advances! I believe a balance can be struck for each company, but it has to be struck from a place of consciousness and changes have to be approached with compassion and communicated with transparency.
My research, personal practice, and experience with my clients have taught me that this kind of transformation doesn’t have to take long or be arduous, so there are really few excuses that hold up. There are micro-practice – things that can be done in 3 minutes or less – that can improve focus, enhance collaboration, solve problems faster, tap into greater creativity, and help individuals and groups achieve greater mindfulness, consciousness, and compassion.
So, here are some trends that do exist now, that I hope will become more prevalent in 2018 and beyond:
- Mindfulness, EI, Interpersonal Communications Training
- Experiential Recruiting / Gamified Recruiting
- Executive Branding for Approachability and Transparency
- Servant Leadership
- Artificial Intelligence to improve efficiency, not to replace wisdom and intuition
- Improved Lifestyle Flexibility – remote reporting, increased vacation time, elimination of accrued sick time, more paid maternity, fraternity, and bereavement leave, corporate sabbaticals
Other possibilities: Universal Income. There is a 2020 Presidential Candidate running on this platform. It has been micro-tested with success in American Indian communities and elsewhere. That’s not necessarily a hiring/recruiting or HR policy, but it will empower more people to make decisions about their career more driven by passion, purpose and contribution rather than just working for income.
I see good things ahead, up on higher ground. I truly hope more people turn their heads, and then their bodies, and then run toward a safer, happier place.
Candice Simons is the owner, founder and CEO of Brooklyn Outdoor, an outdoor advertising company, and J’adore Detroit, a lifestyle blog surrounding all things Detroit. She has been recognized for her work time and time again by Crain’s Detroit Business “40 under 40,” DBusiness “30 in their thirties,” Detroit Young Professionals Vanguard Award, and more.
“The top trends I’ve noticed in human resources and hiring are…”
Autonomy – More often than not, companies are looking to hire highly talented people to work in an unstructured environment. Those who are motivated and push themselves are seen as greater assets compared to those who aren’t. When an employer hires individuals like these, they’re able to create a more flexible work space, which everyone gains from.
Human Resources Style of Management – There is a greater focus company culture, making sure that people are satisfied and reaching their potential. When employees are invested in, there is also an investment in the outcome of the company. Higher satisfaction naturally means higher productivity and output.
Location Flexibility – Technology has changed the way people can work in business. Because of this, options like working remotely from home or a coffee shop are viable on occasion. Your employees will appreciate the freedom they have and the trust you have in them, and will be more likely to put their best effort into the work that they do.
Jordan Meissner is the Human Resources Representative at FUN.com, an ecommerce company specializing in novelty and collectible items She is responsible for recruiting initiatives, onboarding, and serves as a contact point for all of the employees.
“One of the biggest trends we are going to see in the future is that…”
Employees are going to have a shorter tenure at companies. Employees’ wages aren’t increasing with demand, which will influence people to search for the next opportunity. Professionals are going to look for higher wages, more responsibility, and better benefits. Recruiting is going to become increasingly important in Human Resources departments because there is going to be more turnover due to this trend. It is important that HR professionals create and maintain unique perks for their employees that will set their companies apart if they cannot afford to offer high wages.
Neelie Verlinden is the Founder and Editor of Digital HR Tech and has been writing about HR Technology for the past 4 years. She also is the content manager at Harver.
“There are several trends likely to continue beyond 2018…”
1. Blind Hiring
Sourcing and selection is becoming more unbiased as more companies create a so-called blind hiring process. The combination of clever workforce analytics and artificial intelligence enables organizations to search for candidates that have the right skills and personality traits for the job.
2. Feedback tools
Today’s employees like to know how they’re doing, regularly and, if possible, in real-time. The continuous appetite for feedback tools has everything to do with the growing importance companies attach to a great employee experience.
3. Future-proofing employees
Developments in AI and other technologies are changing the workforce. In 2018 and over the next couple of years, organizations will start to look at ways to retrain their staff for new, future-proof jobs.
Applications of game dynamics in a non-gaming context such as HR are widespread. We see them in recruitment and preselection, employee engagement programs and learning & development for example.
5. Learning & Development for Global Teams
One of the learning & development trends for 2018 and beyond is the creation of L&D programs for a remote workforce. As more and more companies offer their employees the possibility to work remotely – and/or manage a blended workforce – classic corporate training needs to adapt to this new reality.
6. Passive Candidates
Developments in social and mobile have opened up a whole new array of opportunities to engage with passive candidates. Before, this type of candidate was hard to find or get in touch with. Via social media – mainly accessed via mobile phones – it has become much easier for recruiters to get in touch with passive candidates.
7. People Analytics is a must-have
People analytics – or HR analytics – and the use of data is maturing pretty rapidly and becomes a must-have in 2018. One example related to recruitment is that we can now create employee personas based on people’s profiles and match them to companies instead of the other way around.
8. Remote Workforce
In the US alone, there has been a 115% increase in remote workers since 2005, totaling 9 million employees. As new, digital collaboration and video conferencing tools keep popping up, this trend isn’t going to change any time soon.
9. The Value of Video in Recruiting
Video interviews open up a whole new, global pool of talent for companies and make it easier for recruiters to get a feel for someone’s energy and charisma. As such, they are rapidly becoming an essential part of (mobile) recruitment.
10. VR & AR
VR (virtual reality) and AR (augmented reality) can have various applications in HR. It can be used to improve the onboarding process for instance, or to give candidates a realistic preview of the company and the job. Developments in VR & AR technology will be something to watch closely over the years.
11. AI (and Chatbots)
A special mention for chatbots here. Although it’s not the only application of AI in HR (far from it), they are making a big difference in many organizations already. Chatbots can take over time-consuming manual tasks, engage with candidates, screen applicants, etc.
As for ‘AI ex chatbots,’ we have not yet seen the full extend of the implications of AI in HR yet. While the technology is already being used to optimize job adverts, engage with applicants and select candidates – among many other things – its potential goes far beyond what we’ve seen so far.
Adam Heath is the Operations Manager for Meridian Specialty Packaging Ltd.
“After many years of recruiting, we have come to the conclusion that…”
If the position doesn’t need to be carried out in the office, that we would open it up to candidates internationally as a remote position, enabling us to access a much larger pool of candidates, emphasizing talent over the geographic location of applicants.
Robert Rebitski is an office worker at Predictable Surgical Tech.
“Over the last year we have seen a few hiring trends gain traction within the medical supply industry…”
Traditional emailed applications are important on paper, but recorded videos help gain further perspective on personality and communication skills. Recording a video takes time and practice which is a good way to narrow down candidates who are the most serious about applying to your company.
In the past, the Sales Reps were primarily the only employees allowed to work from home. A lot of our business has shifted online, and we are now allowing office personnel to also work remotely as the need arises. We foresee this shifting into an industry norm in the future.
Sid Soil is the founder of Docudavit.com, a Toronto-based document scanning and storage solution that services doctors, lawyers, and corporations throughout Canada.
“The biggest trend in hiring/staffing for 2018 will be…”
The push for more remote and telecommute work arrangements. Employees are looking for more flexibility from employers to work remotely. Employers are looking to expand their talent pools outside of just their immediate local areas.
Serena Holmes is the President and CEO of Tigris Event Marketing, an award winning experiential marketing and event staffing agency based in Toronto.
“Due to the nature of our events, we rely heavily on technology to recruit and interview staff…”
Specifically, we use Bumble Bizz, LinkedIn, Instagram, and Facebook Job Boards. I foresee these resources continually growing in popularity throughout 2018 and beyond.