{"id":999881747,"date":"2018-10-09T13:52:00","date_gmt":"2018-10-09T13:52:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=93528911"},"modified":"2018-10-09T13:52:00","modified_gmt":"2018-10-09T13:52:00","slug":"those-q4-feelings-recruiting-tech-trends-to-think-about","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/those-q4-feelings-recruiting-tech-trends-to-think-about","title":{"rendered":"Those Q4 Feelings: Recruiting Tech Trends to Think About"},"content":{"rendered":"<p>Here we are: The final quarter of 2018. The home stretch, if you will. It\u2019s been a heck of a year in the recruiting world, but we\u2019ll save the wrap-up post for December. Instead, let\u2019s take a look at what\u2019s making waves and what will have an impact in Q4. Here are some trends to consider.<\/p>\n<h3><strong>Workforce Stats <\/strong><\/h3>\n<p>The arrival of Gen Z continues to shake things up\u2014just when everyone finally got comfortable with their predecessors. <a href=\"https:\/\/joshbersin.com\/2018\/09\/hr-in-the-flow-of-work-a-new-paradigm-has-arrived\/\">Josh Bersin likens this new generation to the traditionalists<\/a>, citing research that puts financial stability at the top of their wish list. At the same time, <a href=\"recruiting-retaining-baby-boomers-gen-xers-xennials\">Boomers aren\u2019t going anywhere<\/a>, <a href=\"recruiting-gen-z-vs-millennials-5-differences-learn\">Gen X and Millennials<\/a> are ready for leadership roles, and everyone\u2019s overworked. For recruiters, you\u2019ll need to keep each generation\u2019s needs and wants in mind while trying to fill open reqs. For example, consider your communication methods: Chat and texting will help you connect with younger folks, while email and phone appeal to more senior talent.<\/p>\n<h3><strong>Stacks on Stacks <\/strong><\/h3>\n<p>It\u2019s no longer a question of which recruiting technologies you\u2019re using, but how many. There\u2019s no one-size-fits-all option on the market. The days of large-scale enterprise solutions are gone; <a href=\"https:\/\/timsackett.com\/2018\/09\/18\/your-weekly-dose-of-hr-tech-my-review-of-the-hr-technology-conference-hrtechconf\/\">as Tim Sackett puts it<\/a>: \u201cThe future of the tech stack is something akin to the Apple App Store.\u201d Look for point solutions that work well with others, through integrations and modules that you add on as needed. Think flexible and adaptable, and keep the core functions covered: recruitment marketing, sourcing solutions, your ATS and onboarding.<\/p>\n<h3><strong>A.I. Anyone?<\/strong><\/h3>\n<p>The crucial thing to know about A.I. is that, at this point, we\u2019re all still learning\u2014and that\u2019s a good thing. With the support of A.I.-based algorithms, much of the recruiting process becomes streamlined. Take the ever-laborious task of sourcing: <a href=\"our-newest-platform-simplify-sourcing-talentsearch\">With smarter search solutions<\/a>, recruiters and sourcers can input information and draw results, versus building out complicated Boolean strings time and time again. If you haven\u2019t implemented A.I. yet, don\u2019t stress: You\u2019re not alone. However, if you\u2019re really keen on making that move, use Q4 to do some digging and see how it might enhance your recruiting strategy.<\/p>\n<h3><strong>Conversational Recruiting <\/strong><\/h3>\n<p>You\u2019re probably thinking: But what about chatbots? These fit into a larger trend called conversational recruiting, and they\u2019re everywhere. Bots\u2019 ultimate goal is <a href=\"https:\/\/recruitingdaily.com\/guidelines-for-conversational-recruiting\/\">defined as<\/a> \u201cattracting, qualifying and engaging candidates with real-time, continuous one-on-one messaging.\u201d In essence, bots can help streamline candidate interactions in texting, online chat events, and more. If you\u2019re already using these solutions, you probably know whether or not they\u2019re working for you. If you\u2019re not on board or aren\u2019t sold on the efficacy yet, do some research within your candidate pool to identify whether this platform might work for you.<\/p>\n<h3><strong>The Assessment Game <\/strong><\/h3>\n<p>Pre-hire assessments, while not a new concept, are definitely one that\u2019s trending\u2014and for a good reason. The technology keeps getting smarter, and the data tells us that these solutions work (and work well). Assessments are also known to help eliminate bias from recruiting, another hot-button topic making the rounds this year. Citing stats from Aptitude Research Partners\u2019 2018 Assessments study, <a href=\"http:\/\/www.aptituderesearchpartners.com\/2018\/09\/19\/2018-hr-technology-conference-bridging-the-past-and-the-future\/\">analyst Madeline Laurano adds<\/a>: \u201cThis market has reinvented itself to be more predictive and candidate friendly.\u201d So that\u2019s great\u2026 if you\u2019re using assessments. For organizations that aren\u2019t, Q4 is a good time to do research, demo a variety of solutions and make the business case. <a href=\"https:\/\/recruitingdaily.com\/part-2-technical-recruiting-assessments-whats-working\/\">The benefits are plentiful<\/a>, trust us.<\/p>\n<h3><strong>Other Q4 Considerations <\/strong><\/h3>\n<p>Quite a list, right? As the year winds down and you start to think about next year\u2019s strategy, consider how these trends fit your needs. Check in on the progress you\u2019ve made, pull the reports and study metrics. Examining factors such as application drop off, time in workflow and cost-to-acquire should provide critical insights into any existing pain points. Once you get a sense of your current state, study your recruiting methods and identify your most effective sourcing channels. You don\u2019t need to put pen to paper quite yet; instead, explore the factors above with a sense of where your needs exist and what the future holds. Recruiting is not a static space, and it never will be one. As soon as we\u2019ve got a handle on one year, one generation or one technology, we\u2019re onto the next. So, before it\u2019s time to set new goals and come up with budgets, take pause and look around. 2019 will thank you for it. <strong><em>Ryan Leary<\/em><\/strong><em>  helps create the processes, ideas and innovation that drives RecruitingDaily. He\u2019s RecruitingDaily\u2019s in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industry\u2019s top HR Tech and Recruitment brands. He is a veteran of the online community and a partner at RecruitingDaily.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Here we are: The final quarter of 2018. The home stretch, if you will. It\u2019s been a heck of a year in the recruiting world, but we\u2019ll save the wrap-up post for December. Instead, let\u2019s take a look at what\u2019s making waves and what will have an impact in Q4. Here are some trends to [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":93528911,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2154],"class_list":["post-999881747","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-sourcing-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.2 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Those Q4 Feelings: Recruiting Tech Trends to Think About - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Here we are: The final quarter of 2018. The home stretch, if you will. 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