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Article: Global Recruiting Trends 2018
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Article: Global Recruiting Trends 2018

By LinkedIn Talent Solutions
MPACE Review: March 2018
Summary: Dale Stoker

The following summary reviews the article “Global Recruiting Trends 2018” by LinkedIn Talent Solutions. The full article can be viewed at the following web address: Global Recruiting Trends 2018.

Article Summary
This report is a compilation of nearly 9,000 recruiters and hiring managers’ survey results from 39 countries with the goal of identifying hiring trends for the industry. The four overarching trends that were found include:

  • Diversity
  • New interviewing tools
  • Data
  • Artificial Intelligence

Research points to diverse teams being more productive and more innovative, yet companies need to find sustainable recruiting and retention plans to shift their culture.  Building diversity starts from the inside out and from the top down.  One trend is through employee resource groups (ERGs) to give them a platform, which needs to have leaderships’ support.


With traditional interviews, survey respondents recognize the difficulty in assessing soft skills in candidates as well as their own bias influencing the hiring decision. Other shortcomings of the traditional interview process are understanding the candidates’ weaknesses, too long of a process, and not know the best questions to ask. Here are five interviewing innovations:

  • Soft skills assessments – measure traits like curiosity earlier in the recruitment process
  • Job auditions – pay candidates to do real work to observe their skills in actions
  • Casual interviews – meet over a meal to get to know the candidates character
  • Virtual Reality assessments – immerse candidates in 3-D environments to test their skills
  • Video interviews – use recorded or live videos to engage more candidates

The report declares that “hiring has become more scientific thanks to the data revolution.” Data isn’t just for tracking hiring outcomes, but not predicting them. The survey found that the most common uses of data are to better understand attrition, skills gap, and offer-compensation issues.
Unfortunately, the biggest barriers to leveraging data is poor quality, unsure where to get it, and it’s too expensive.
This next-generation technology helps recruiters work faster by automating administrative tasks, and smarter by generating insights they wouldn’t think of alone. For example, now chatbots can respond to candidate questions so recruiters don’t have to. Artificial Intelligence isn’t much help when it comes to engaging, nurturing and interviewing candidates.

Implications for Career Center Professionals
When working with employers that prioritize diversity, ask what programs they have to attract and retain minority employees.  Career Center staff that work with students may need educate students on the new interview techniques companies are utilizing, such as soft skill assessments and interviews over meals. Host a professional etiquette dinner workshop.  Use data to make your own career center more efficient by analyzing workshop attendance and predicting trends for next year.


Implications for Recruiting Professionals and Employers
Companies leverage the data they have as well as look ahead to what data they need to predict recruiting trends. Using Artificial Intelligence to off load administrative tasks is one option, but recruiting still needs personal connections and nurturing of candidates. Continue to refine your company’s interviewing process by assessing candidate’s soft skills or meeting them for coffee.  Culture fit will continue to be an important factor as you build/shift your culture with each new hire. Most importantly, lean into technology and see where it can add value or decrease the hiring time of candidates.

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