Each year brings change and new trends in the recruitment industry. Some are completely new, others emerging, and some are old but enhanced and applied to different use cases. To add complexity, HR experts worldwide have a different vision on which trends will have the most impact in 2019. From viewing diversity recruitment from a different angle, to adopting AI to avoid bias in recruiting, remote working arrangements and leveraging social media to attract Gen Z, increased focus on social impact, accent on internal recruitment to increase motivation and reduce headcount turnover, here are the top trends as seen by HR leaders from all over the world who were so kind to provide their input for this article. 

 

1.      Fewer Diversity Recruiters

 

2018 saw the rise of diversity and inclusion awareness. Most Fortune 500 and Footsie 100 companies hired a dedicated manager to oversee diversity, inclusion and equality matters. Will this trend be also applicable to diversity recruiters in 2019?

 

 We know that truly diverse teams have the power to positively shape our future – they are the heart of game-changing innovation. However, you can expect to see fewer diversity recruiters in 2019 as companies fully realize that equality is not a nice-to-have, but rather a business imperative. It will no longer be the job of dedicated recruiters to hire diverse talent - it will be built into hiring processes. Business leaders are looking to create work forces that reflect the communities in which they live and work. ‘’

Ana Recio, Executive Vice President, Global Recruiting at Salesforce

 

 Diversity recruitment has the power to transform people’s lives for good. It is about giving a chance to underprivileged people who would otherwise be kicked out of the labor market or offered jobs and pay rate not at par with their peers. Advanced technology and diversity recruitment platforms give recruiters access to a wide pool of applicants and make it easy to run CSR programs. The information is at the fingertips of all recruiters and the industry will see fewer dedicated diversity recruiters.’’

Lilia Stoyanov, CEO, Transformify Recruitment Platform

 

According to our recent research, 48 percent of talent acquisition leaders are feeling pressure to increase racial diversity within their organizations, while an additional 42 percent feel pressure to increase gender diversity. As a result, organizations’ approach to interviewing will likely evolve to become more focused on having better representative talent in their organizations. As it stands now, AI is being used to inform better, faster and smarter hiring decisions, not make them. However, we may see it being integrated into more areas of the hiring process over the next few years as hiring teams and candidates become more comfortable with and confident in the technology.

 

Kurt Heikkinen, CEO of Montage

 

2.    Leveraging Tech and Remote Working Arrangements to Attract Gen Z

 

Gen Z lives in turbulent times and is more sensitive to social impact and the freedom to work from any location around the world. Changing legislation, Brexit and the H1B visa quotes in the US may limit their freedom which is a challenge faced by both Gen Z and the employers looking for top talent. Remote work is a solution to a certain extent and many companies are adopting remote working arrangements, video conferencing, project management and communication software solutions to attract Gen Z. 

 

For the generation that has never known a world without smartphones and social media, job hunting is a different ballgame. Candidates expect a unique, interactive and fun experience that utilizes the most innovative technology. In 2018, we deployed the Salesforce Ohana Virtual Reality App, activating VR headsets at 42 campuses to catch students while they stood in line and give them the chance to experience a day in the life of a Salesforce intern. Candidates were able to tap into Lunch and Learn sessions, meetings with execs, and volunteer days (Salesforce interns get 7 paid volunteer days per summer!) - all while they waited in line to meet our campus reps.

Ana Recio, Executive Vice President, Global Recruiting at Salesforce

 

Millennials and Gen Z continue to look for professions where they can find purpose and companies that have values they can align themselves with.  More firms will articulate their corporate values as a recruiting asset. Aligning on purpose has never been more important. Guardian is a values- and purpose-driven organization, aligning with recruits who are like-minded will allow us to serve more customers.Additionally, remote working arrangements and work/life integration will expand as technology allows us to be better connected at a distance.

Leyla Lesina, Senior Vice President and Head of Agency Distribution for GuardianLife

 

3.  Increased Focus on Social Impact

 

Considered as a ''nice to have'' before, social impact becomes an integral part of corporate strategy in 2019. Both consumers and employees are more interested than ever in climate change, pollution, child labor, etc.  and the way the organisation they buy from or work for positively impacts the environment and the society at large.

 


Social responsibility doesn't just impact the bottom line for businesses, it affects the talent you're able to attract. Gen Z, the largest growing consumer population, is making decisions about what they buy and where they work based on the companies that are doing good. What will differentiate our ability to attract luminaries will be our commitment to empowering employees to be a force for change. That's why at Salesforce, all new employees spend time on their first day volunteering in their local communities. After that, they have 7 paid days of volunteer time each year and Salesforce will match up to $5,000 in donations to eligible nonprofits. We know that giving our employees the time and resources to invest in their communities enables them to be better people, and really do the best work of their lives. 

Ana Recio, Executive Vice President, Global Recruiting at Salesforce

 

It’s amazing to see how many businesses pay attention to social impact and run dedicated CSR ( corporate social responsibility programs). Being it creating jobs in high-unemployment areas or for people in need, helping mothers to return back to work or providing education and scholarships to underprivileged youth, it is a big step forward. Transformify Recruitment Platform runs CSR programs jointly with businesses and the level of dedication and willingness to make an impact are impressive. Recently, a program run jointly with ViaCodigo in Peru providing access to education and remote work to underprivileged youth in detention centres was truly embraced by the business. Talent has many faces.

Lilia Stoyanov, CEO, Transformify Recruitment Platform

 

4. AI will be a norm in recruiting

 

Seamless experience, job application via a smartphone, one tap application, relevant skills and pay rate preference at a glance, no need of CVs, no hiring bias…These are just a small part of the expectations of Gen Z.

Will AI in recruiting be able to address them?

 

AI has had a significant impact on recruiting: it’s helping identify niche talent more quickly and at the same time, has increased the larger talent pool with more data available at everyone’s fingertips. In this way it’s both solving complex recruiting challenges and saving time, but also requires a new approach to building a talent pipeline externally.

Marian Spurrier, Director of Talent & Development, GYK Antler

 

5.      Focus on Wellbeing

 

In 2018, companies made even more strides to show that employee health and well-being is an important part of their business. Expect to see companies expanding their employee offerings focused on the physical, mental, financial health of their people to attract new talent and engage and retain their existing workforce, ranging from instituting expanded leave and retiree work policies to enhancing flexible work schedules and targeted wellness programs.

Jewell Parkinson, SVP of HR at SAP

 

It is only the beginning of 2019 and we are yet to see which trends will be embraced by the business and have a significant impact on the recruitment industry. 

 

Disclaimer: All quotes have been obtained in an interview or via authorized PR agencies.