Ten recruitment trends for 2018

Recruitment fuelled by data science and digital technology, upskilling entry-level jobseekers and policy reform are three of the top recruitment and workplace trends for 2018, says recruiting firm Hays.

“New Zealand’s recruitment market will need to adapt to the possibilities presented by new technology, reduced net migration, calls for pay equity, policy changes and the demands presented by planned infrastructure works,” says Jason Walker, Managing Director of Hays in New Zealand.

“That’s a long list that will keep employers, HR and recruiters busy and will require us to look for innovative new ideas to the challenges raised,” he said.

Here are Hays’ top trends for 2018:

1. Recruitment remodelled to ‘Find & Engage’: In 2018 a new model of recruitment will emerge, fuelled by technology, the dynamics of the digital world, data science and artificial intelligence. The historic and conventional ‘Advertise & Apply’ model (where active jobseekers at that point in time apply to advertised vacancies) will be superseded by a ‘Find & Engage’ approach. The ‘Find’ element of the equation involves using digital technology and data science analytics to reach deep into candidate pools and examine large amounts of data to prepare shortlists of the most suitable people (which span far wider than the community of active jobseekers), extrapolate meaningful patters and gauge how open to new job opportunities a potential candidate is. The ‘Engage’ element puts the relationship back at the heart of recruitment to understand a candidate’s personal priorities and aspirations for a successful outcome. It’s a game-changing transformation for employers and external agencies alike.

2. Upskilling a priority: The government has promised to reduce net migration by between 20,000-30,000 people. However unfortunately those available in the domestic labour market do not always possess the skills employers need, meaning this reduction could add to the talent mismatch (our Hays Global Skills Index confirms that despite an existing pool of labour employers in high-skill industries still find it difficult to fill jobs that require highly-skilled professionals.) Consequently, we expect employers to look at investing in more apprenticeships and entry-level staff who they will train up into roles.

3. Gender pay gap in the spotlight: Prime Minister Jacinda Ardern has set a target of achieving equal pay for women in the public service by 2021. She wants to make the public service a catalyst for pay equity in the private sector, which will put the issue back on the agenda for CEs and HR departments in the year ahead.

4. Employers to prepare for policy change: Employers will need to stay abreast of policy reforms, prepare for changes that are coming and be ready to quickly accommodate any additional changes that are announced. An increased minimum wage and trial period changes could be just the start of the reforms employers must be aware of.

5. AI, robotics and chatbots replace repetitive jobs: An increase in the minimum wage may prompt employers, particularly larger organisations, to fast-track their technology investment in artificial intelligence, robotics and chatbots in order to reduce their requirement to hire minimum wage employees for jobs that involve routine, repetitive tasks.

6. Civil jobs to boom: With more than $125bn of planned infrastructure works across the country, civil jobs will boom and demand for suitably skilled construction workers will outweigh supply. With the construction industry working with the government to attract construction professionals from overseas to New Zealand, construction sites will benefit from diversity of thought and new innovative ideas.

7. Policy professionals needed: The government will introduce new policies, which will create staff movement and vacancy activity for policy, communications, administration and finance specialists in the government sector.

8. Digital technology experts in demand: Data analysts, cloud computing software developers and cyber security specialists will be in growing demand in 2018 as more organisations move their data to the cloud, invest in ways to more effectively utilise information to drive revenue and efficiencies and keep at bay constantly evolving cyber threats.

9. Digital marketing professionals in demand too: Digital marketing specialists will be in greater demand to drive revenue generation through the effective use of digital marketing channels.

10. Engagement and retention come to the fore: Given the active jobs market, the engagement and retention of staff will be higher priorities for employers in 2018.