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Our top recruitment trends for 2018

Written by Warren Davidson on 10 Jan 18
Our top recruitment trends for 2018
The recruitment market moves quickly. 2017 saw the release of Google for Jobs, Google Hire and the announcement of the Data Protection Bill, which is set to have an impact on the way UK companies handle and process customer data. At the same time, massive accelerations in technology are paving the way for a huge transformation in how we do business, scout potential new hires and engage candidates- especially given that new devices like mobile are fast becoming the new way people look for roles, with more than half using them as their preferred option to job hunt

Whether you’re a recruitment company or an employer who wants to keep on top of the latest developments, here’s a breakdown of the top recruitment trends due to affect business in 2018- and how to stay ahead of your competition. 

Recruitment Predictions

Google for Jobs 

Developments that dominated 2017 are likely to carry on creating waves well into the New Year. Google for Jobs is one of these: released in America in June, it marks Google’s first foray into the world of recruitment, fitting a targeted widget above Google’s Organic Search results which is designed to pull jobs in from around the internet, rather in the manner of a job aggregator (for more information on Google for Jobs, have a look here). 

With companies like Indeed currently dominating this space, Google for Jobs marks a sea change in recruitment- particularly as it favours job vacancies from employers and recruitment websites rather than job boards and aggregators. Consequently, savvy developers need to make sure that their website is configured to show on Google, and have a high-enough SEO ranking to show in a prominent place on the widget.

Social recruiting

Everybody’s online these days- approximately three billion of us, by the last estimates. Online job hunting has taken off massively, and recruiters are starting to see a shift towards a more interactive way of sourcing and hiring candidates. With new software enabling better social job distribution, and making it easier than ever to push jobs out to social media and networking platforms across the world, social media is likely to become the new battleground for recruitment. Helping you to build a reputation, get noticed and reach out to candidates, it has huge potential: expect this trend to take off over the coming months: especially as 70% of jobs found today are found through networking

Mobile recruitment

Similarly, recruiters have started to get savvy about the power of smartphones, especially when it comes to job hunting. With modern consumers accessing everything from emails and tv shows to grocery stores and bank accounts via their phones, it makes sense that we’re also looking for jobs this way with 94% of people who use smartphones having used them to search for a job at some point in their life. Despite this, a very small percentage of recruitment and employer websites are actually optimised for mobile, making for a clunky candidate user experience and potentially driving candidates off in search of greener pastures.

It pays to stay ahead of the curve in this one if you want to take advantage of mobile recruitment- especially as this trend is only going to get bigger.

The rise of AI 

As well as improving methods for attracting candidates, technology is also making it easier than ever to process candidate applications and improve recruitment strategies. These days, many agencies are starting to use AI to sift through hundreds of CVs and ‘pull’ out promising ones based on the keywords they contain. Given that the average recruiter sources around 225 candidates for every single hire, this has the potential to speed up the hiring process massively: indeed, many companies are investing in new recruitment technology for just this purpose, using AI for everything from acting as a chatbot on recruitment websites to analysing data in order to streamline the candidate funnel and decrease drop off rates. 

Marketing Predictions

A shift towards candidate experience 

The recruitment market is getting ever-more competitive. The unemployment rate is at a forty-year low in the UK, creating a stiff pool of competition for companies who want to hire the freshest, most talented candidates ahead of their competitors. When applying for roles, the level of candidate experience is crucial to help reach this top talent. The application process must be quick (with 28% of applicants saying a long process provides a negative overall experience) and your careers site must accurately portray what it’s like to work for your organisation.
To stand out from the crowd, many companies and agencies are investing time and money into improving their candidate experience and developing their employer brand on their websites and on social media, to better attract recruits in the hyper-competitive online recruitment market.

Programmatic recruitment advertising

Today, there are a number of great ways to attract more candidates than ever via paid advertising. We have channels for active candidates such as Indeed and Google Adwords, but also great channels for passive job seekers such as display advertising, social advertising and native advertising. 

However, wouldn’t it be great if we knew how many CVs we needed to fill a particular role? Better still, once we have reached this number of applications wouldn’t it be even better if our advertising switched itself off? That’s where programmatic recruitment advertising can help. This type of service will combine your job board, aggregator and Google advertising spend and optimise it to generate the right number of applications therefore reducing advertising budget waste.

Marketing Automation

Another big thing for this year will be an ‘if that then this’ approach to recruitment marketing. For instance, if a candidate registers today, then the system will automatically send them a newsletter in a month. As marketing automation, this already exists, particularly in email marketing platforms, but this is something that we are constantly experimenting with at 4MAT and its use is only going to increase this year, particularly in the battle for high quality candidates. 

Overall?

Better candidate websites!

What does all these changes mean? On the whole, more investment in careers and recruitment websites. The changing recruitment market, and Google for Jobs’ impact on job boards, means that a good website is essential if companies and agencies want to engage candidates and increase their visibility. After all, this is the year where being visible on Google, and having good SEO ratings, is going to matter vastly more than whether you’re visible on a job board. 

With a whole slew of new features to attract candidates, better SEO rankings, and the chance to build on your employer brand, having a good recruitment or careers website will set you up for success in the changing market.

Interest piqued? At 4MAT, we pride ourselves on keeping our finger on the pulse of the changing market so we can offer employers and recruiters alike a service that is designed to thrive in the competitive world of recruitment. 

Find more industry insights in our new eBooks here, or pick up the phone and speak to our Sales Team if you're curious here.

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