{"id":999881675,"date":"2018-01-09T16:03:00","date_gmt":"2018-01-09T16:03:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=465061057"},"modified":"2018-01-09T16:03:00","modified_gmt":"2018-01-09T16:03:00","slug":"top-tech-trends-watch-2018-beyond","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/top-tech-trends-watch-2018-beyond","title":{"rendered":"Top Tech Trends to Watch in 2018 and Beyond"},"content":{"rendered":"

\"\" To kick off the new year, we asked Matt Charney of RecruitingDaily for his tech recruiting predictions for 2018. <\/em> Here\u2019s a good way to kick off the New Year: for the first time in, like, a decade, I\u2019m actually not dreading writing one of those annual \u201cwhat\u2019s coming in the year ahead\u201d preview posts. I\u2019m about to out myself here\u2014for the past 4 years, I\u2019ve actually recycled the same post\u2013the only modification being the year in question. They\u2019ve been among my more popular articles, despite the fact that I run the same copy and \u201cpredictions.\u201d Every. Single. Year. Except this one. For the record, for the past four years, my cut-and-paste job was a fluff piece using three self-evident themes in every \u201ctrends to watch in [insert year] here\u201d: \u201cWe\u2019ll Still Be Talking About the Same Stuff,\u201d \u201cSomething Will Die,\u201d and \u201cThe Roadmap Remains the Same.\u201d The thing is, #1 is no longer true: For the first time in a long time, this year should be interesting to watch, because things are actually changing. Ever since I entered this industry, I swear that the beauty of this business is the more recruiting changes, the more it stays the same (or falls further behind, as the case may be). But in 2018, business as usual is anything but\u2014and it\u2019s actually evolving in a way that almost makes me excited for the future. So, I decided to retire my favorite inside joke (with myself, which are the best kind), roll up my sleeves, and contribute to the commoditized canon of Talent Trends to Watch in 2018<\/em>. I may be wrong on these predictions for 2018, but here\u2019s my crack at a brand spanking new list of top talent trends:<\/p>\n

1. Talent Warehousing Becomes Your New ATS<\/strong><\/h3>\n

We use a bunch of systems in HR tech, and while the enterprise market continues to test the HR tech waters, there still isn\u2019t a really great solution for compiling and standardizing all candidate data into one single, simple database. In theory, that\u2019s what your ATS is for\u2014but sourcing wouldn\u2019t exist if those things worked as promised. And even if they did, they\u2019re not designed to go past point of hire, which you\u2019d think would be a non-negotiable feature, since employee performance and development data should<\/em> sync with candidates, both for internal mobility and the predictive power of the underlying analytics. If we could find our \u201cA\u201d players just as easily as we find \u201cpassive\u201d candidates, or use their employee data to help screen and slate candidates, we\u2019d be better at retaining our workers and recruiting what\u2019s long been the #1 source of hire: the people who already work for you. The problem is the data sources rarely sync outside of a spreadsheet. Recruiters are just starting to get around this problem, and as unattractive as business intelligence is compared to, say, branding or social media or mobile, 2018 should emerge as the year where we stop constantly reinventing the wheel and borrow a book from B.I. Think about it like Amazon Redshift for recruiting, where a bunch of different sources of current and historical data can all be quickly queried, and real-time analytics are actually actionable. The point of a data warehouse is simply to restructure data so it\u2019s easier to find, makes more sense to the end user, and has been standardized so that there\u2019s actually some consistency and quality in the reporting and decision-making support capabilities. If this sounds a lot like an ATS, it should\u2014they just weren\u2019t built as B.I. tools. We should soon see the congruence of both ATS and data warehousing to create \u201ctalent warehousing,\u201d where finding candidates isn\u2019t actually a problem, but getting the right ones through the process is. (Which is kinda the point of recruiting, with apologies to Twitter.) Talent warehousing must increasingly become not only an integral part of every HR tech stack, but where sourcers spend their time (Boolean strings are out in 2018, BTW)\u2014searching the data they already have for the best candidates they already own, coupled with the ability to predict future employee performance. We already have the data to do this. And given the market today, it\u2019s an approach we all need to rethink\u2014and why talent warehousing will become the new ATS in the year to come.<\/p>\n

2. The Death of Candidate Experience<\/strong><\/h3>\n

Recruiters overemphasize candidate experience as a talent acquisition imperative, but increasingly, the candidate experience lies directly in the hands of the candidates themselves. A large contributor to this is the growth of \u201ccandidate marketplaces,\u201d where skilled freelancers can have companies do a dog-and-pony show for them instead of the other way around. That\u2019s because the rise of contract and freelance workers, while not as statistically prevalent as they\u2019re made out to be (about 15-20 percent of the overall workforce, give or take), is directly correlated with the growing skills gap. Talent today has moved from freelancing being that thing you did between real jobs into a way more lucrative, way more flexible way for workers, not employers, to create their own candidate experience. More workers are voluntarily opting for project work (around 38 percent of all freelancers) than ever before, a trend that\u2019s going to grow primarily in white-collar, skilled positions, as talent marketplaces gain traction among employers; many of the best and brightest are opting out of the recruitment process entirely. You can\u2019t blame them\u2014it\u2019s always been a necessary evil, until now. Based off YoY growth of the Top 10 candidate marketplaces in terms of MAUs and valuations, what\u2019s been a pretty evident trend looks ready to step out into the spotlight and into the new world of work.<\/p>\n

3. Stay Calm and Don\u2019t Worry About GDPR<\/strong><\/h3>\n

A lot of recruiters and organizations seem very concerned about the impending implementation of GDPR, or the General Data Protection Regulation. It\u2019s like SOX in 2002, or Y2K consulting a couple years before that: it\u2019s kind of the hot thing, compliance-wise, but it\u2019s mostly driven by fear of the unknown mixed with extraneous risk mitigation. If anyone\u2019s the target, it\u2019s major multinational tech companies, and I\u2019m guessing they\u2019ve already got their compliance in line. Your ATS should avoid similar scrutiny, because the strongest thing that the European Commission needs to enforce GDPR is the dramatic warning in the text of the legislation. My two cents: They have neither the auditors nor technical expertise to aggressively go after violators at scale for not having double opt-ins or something. By the end of 2018, GDPR will still be the law, but you\u2019ll realize that you can keep calm, carry on, and worry about more important stuff.<\/p>\n

4. The Roadmap Remains the Same<\/strong><\/h3>\n

We\u2019ll still be talking about (some of) the same stuff.<\/span> Gen Y in the workplace, social media for recruiting, candidate engagement and company culture aren\u2019t going anywhere. Nor are the other recurring themes that constitute thought leadership in HR Technology. Sure, maybe the details or the trends change, but the overall conversation really doesn\u2019t. Replace \u201csocial\u201d in 2009 with \u201cA.I.\u201d<\/a> in 2018 and you\u2019ll see we haven\u2019t really progressed, we\u2019re just talking about different ways to distribute the same content (r\u00e9sum\u00e9s and job descriptions, mostly. Oh, one more:<\/p>\n

Diversity. It\u2019s Gonna be Huge.<\/strong><\/h3>\n

Trust me on this one. Happy 2018. With a unique background that includes HR, blogging and social media, Matt Charney<\/strong> is a key influencer in recruiting and a self-described \u201ckick-butt marketing and communications professional.\u201d He serves as Chief Content Officer and Global Thought Leadership Head for Allegis Global Solutions. Matt also serves as a partner for RecruitingDaily.com,<\/a> the industry-leading online publication for Recruiting and HR Tech. \u200b<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

To kick off the new year, we asked Matt Charney of RecruitingDaily for his tech recruiting predictions for 2018. Here\u2019s a good way to kick off the New Year: for the first time in, like, a decade, I\u2019m actually not dreading writing one of those annual \u201cwhat\u2019s coming in the year ahead\u201d preview posts. I\u2019m […]<\/p>\n","protected":false},"author":132,"featured_media":465061057,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881675","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"\nTop Tech Trends to Watch in 2018 and Beyond - Dice Hiring<\/title>\n<meta name=\"description\" content=\"To kick off the new year, we asked Matt Charney of RecruitingDaily for his tech recruiting predictions for 2018. 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