As the year draws to a close (and before we check out for a well needed holiday) it’s a good time to reflect on the highs and lows of 2017 and look ahead to the key hiring trends for 2018 and beyond. Here’s what to expect.
Next year we’ll continue to see talent demand outstrip supply, particularly in the tech sector. As such, there’ll be a vigorous focus on employer branding. To compete for talent, companies need to improve their candidate experience and find out what sets them apart from similar companies. It’s not all about the money, Jobbio’s research shows that promoting a good work-life balance is the biggest marker of a top employer for 2018.
The talent shortage will also lead to a greater emphasis on recruiting passive or open candidates. While headhunting has always been a part of the recruitment process, the rise of social media and professional networking sites mean candidates have never been more accessible. Passive candidates are an attractive option for hiring managers for a number of reasons. Being employed means these candidates are more likely to be up-to-date with industry developments and less likely to take a job for the sake of it. They’re not looking for any job, they’re looking for a job where they think they can add real value.
2018 is the year when the EU’s General Data Protection Regulation (GDPR) comes into effect and this marks an important change in how HR personnel handle and store employee data. GDPR means increased accountability for employers when it comes to keeping employee data secure and reporting any breaches or potential threats within a specified timeframe. As well as that hiring managers need to be more vigilant when it comes to disposing of data related to employees or potential employees. For example information stored about candidates in the interview process needs to be safely disposed of if they’re no longer being considered for the position.
New roles emerge
As technology and regulation of technology continues to develop, new jobs are needed. Using the above example, the adoption of GDPR will bring with it the role of the Chief Data Officer to ensure companies are fulfilling their new responsibilities regarding consent and data protection.
Further tech evolution will bring about roles such as Drone Manager and Self Driving Car Mechanic.
We’re still a long way off an equal and fully inclusive workplace but we are seeing greater transparency and discussion around issues like the gender pay gap and the lack of ethnic minorities in C-level positions. This is partly down to society being less accepting of inequalities and partly down to companies having a better grasp of the business case for diversity. The value of a diverse team goes beyond satisfying a HR quota, it leads to better creativity, higher morale and ultimately increased productivity. In 2018 the number of companies pledging to build a more inclusive team and commit to diverse hiring will continue to increase.
The rise of Artificial and Augmented Intelligence is another key trend for 2018 with more and more elements of work being replaced by machines. While complete robot domination isn’t here just yet, expect more automation of menial tasks like scheduling over the next few months. For HR specifically, AI will be a great asset in the early stages of recruitment, matching applicants to job specs. Not only will this cut down on administration it also eliminates unconscious bias from the hiring process as only the candidates most aligned with the job spec are brought forward for interview.
Companies are moving towards less stringent working hours and office spaces to attract a wider range of candidates. The classic 9-5 could soon be a thing of the past as HR professionals allow employees to work remotely and on a project by project basis. Shared coworking spaces will continue to rise in popularity and the traditional office structure will be less common.
This flexibility will also apply to managerial structures as Millennials and Gen Zs demand a culture of coaching rather than one of control. These employees will perform best in an environment where communication and idea sharing is fluid and where there is career development opportunities. In this way, talent directors will need to provide clear paths to progression to keep employees challenged and satisfied.