What technologies will shape recruitment in 2017?

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Ask any business in any sector what will have the biggest impact on their organisation over the next 12 months and chances are that technology will feature right at the very top of their list – often on a par with talent attraction and retention.

The recruitment industry is no exception. As technology becomes more sophisticated and more effective at improving all manner of recruiting processes, what might the next 12 months have in store for recruiters?

Here we take a look at the recruiting technology that we see as having the greatest impact in 2017.

1. Digital profiling will enable ‘smarter recruitment practices’:

As technology becomes more sophisticated so too will the way in which recruiters make decisions on a candidate’s suitability based on a plethora of online information sources. The CV will continue to be a mainstay within the recruitment process, but recruiters and employers will increasingly begin to use tools that scour the internet to gather data on each applicant. Social media, event and industry websites and other communities will provide recruiters with a greater insight into a candidate’s suitability for a role that is based on their experiences, skills and aptitudes.

2. People analytics will gather pace:

Sticking to the big data theme, the use of analytics as a key predictor of a candidates ‘fit’ will become more commonplace among recruiters and employers. Staff retention remains a primary concern for all organisations and we can expect to see rapid advancements in predictive technologies that will sift through reams of data to identify who is likely to remain in the role for the longest time, and who will likely jump ship in search for new opportunities elsewhere. This will enable recruiters to make more informed decisions about who to hire.

3. Video will offer greater insight into life at work:

Much has been said of the use of video as an interview tool, but it is the use of video as a key promotional tool that will have the greatest impact this year. In their bid to position themselves as employers of choice, both recruiters and employers will look to show off their workplaces and invite potential candidates on a virtual tour so they can gauge what it could be like to work there.

4. The candidate experience will be determined by the employee experience:

Glassdoor has been around for some time, but for many users it has been more of a nice-to-have rather than a strategic recruiting tool. As recruiters strive to secure the best consultant talent and employers do likewise, organisations will seek to exploit Glassdoor’s ability to position their teams as brand ambassadors – trusted influencers who can give a true picture of what it’s like to work there.

5. Gaming will actually become a thing we can all use:

Gamification has been doing the rounds within the industry for a number of years, but 2017 could be the year that it enters the recruitment mainstream. Last summer’s Pokemon-Go explosion showed us that online gaming is big business and we are likely to see an increase in the number of recruiters and employers looking for innovative ways to better engage the talent pool.

6. Social media will be a key driver of growth:

We’re in a candidate-driven market and getting the attention of both active and passive talent is the key challenge facing most recruiters. But that’s where social media can really help. Savvy recruiters realise that simply clogging up their social media feeds with only job postings is counter-productive. Rather, they recognise the need to post meaningful content (blog posts, video content, infographics, industry updates) that is valuable, increases engagement, builds their brand and positions them as the go-to agency in their market.

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