talent trends quarterly | q3 2018 campaign/ttq… · talent trends quarterly | q3 2018 navigate a...
TRANSCRIPT
human forward.
Talent Trends Quarterly | Q3 2018
navigate a newbusiness landscape:
how HR techis powering recruitment.
2
tableof contents.
Talent Trends Quarterly
how HR tech ispowering recruitment04technology’s place inthe recruitment cycle125 ways to accelerate recruitment with smart technologies14
HR tech readiness& adoption indices15talent trendsby sector18talent trendsby country24
3Talent Trends Quarterly
There has never been a better time for employers to explore the possibilities that technological innovation can bring to their recruitment processes. It is now so much easier to source and screen talent, but at the same time there’s an added level of complexity that requires companies to consider the recruitment process more specifically to determine the best mix of tech and touch to improve hiring outcomes.
Michel Stokvismanaging director,
Talent Innovation CenterRandstad Sourceright
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
4
Science fiction fans know that a cyborg is part man, part machine and equipped with superior strength, intelligence and problem-solving skills.In today’s highly innovative human capital marketplace, recruiters may soon become the new cyborgs.
Talent Trends Quarterly
how HR tech ispowering recruitment.
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
5
While they won’t sport bionic arms and legs, recruiters will be empowered like never before by technology that makes them smarter, more efficient and connected. The recruiter of the near future will be able to find the right talent with the push of a button and possess the people skills to engage and convert top candidates into employees and workers. And that’s not science fiction.
In fact, a lot of the innovation described is already here. Tools to automate search and screen are growing smarter and more refined with each iteration. Candidate relationship management (CRM) platforms are like a Swiss army knife for talent leaders, automating many workflows and centralizing data for greater insights. Artificial intelligence (AI) is helping businesses personalize and customize candidate touchpoints to create memorable hiring journeys. People analytics deliver past performance data, but also predict future talent needs. It’s easy to assume your life as a human capital leader will become easier. But maybe not.
This rapid and powerful transformation may not be a clear win-win. While technology is changing how your business acquires talent, it’s also the great equalizer — your competitors will have access to similar, if not the same, tools. This means technology alone won’t give you an edge. How you use it to accelerate people will. And most of your peers already acknowledge this.
Our 2018 Talent Trends research — which surveyed more than 800 C-suite and human capital leaders in 17 countries — confirms this. Tasks such as candidate database search (51%), tracking HR data/metrics (51%), the creation and management of HR analytics (51%), and the initial screening of candidates (49%) are the top four areas that talent leaders say should be mostly or completely automated. This isn’t surprising because technology can expedite these activities and provide value beyond what humans can deliver.
On the other hand, employers believe people skills and the human touch are still important when it comes to other tasks. Down-selecting using video interviews (28%), interview scheduling of shortlisted candidates (27%), and engagement and management of talent communities (26%) are the top three functions that employers would like handled mostly by humans.That’s likely because each of these touchpoints provides another opportunity to reinforce personalization during the candidate journey.
It is worth noting, however, that our data shows mixed feelings about these top areas for human involvement. For instance, while 28% say they’d like candidate down-selection via video interviewing handled mostly by humans, nearly as many (26%) prefer the process to be mostly automated, with some human involvement. The same holds true for interview scheduling; where 27% say they prefer humans to manage this process, 28% would like to see the process mostly automated, with some human involvement.
How much of the human touch is necessary depends on a number of factors, such as role types, urgency, volume and more. For example, an employer may schedule interviews with top candidates personally for the value of direct connection, but prefer to schedule initial interviews for an entry-level position using technology to accelerate the process. In either case, automation can help free recruiters from spending time on low-value tasks, allowing them to create stronger bonds with hiring managers and candidates, and resulting in increased conversions.
Most of our survey respondents believe this as well. Sixty-eight (68) percent say knowledge workers will be freed up to do more advanced work; and 66% believe human workers will be more efficient, productive and innovative. Sixty-five (65) percent feel the candidate experience will be positively affected, and smart technologies will open up new opportunities for talent. This outlook is further affirmed by 73% of human capital leaders, who say smart technologies will have as much, if not greater influence, on their organizations this year.
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
6
which recruitment tasks do employers want to automate?
Talent Trends Quarterly
tracking HR data and metrics
creation/management
of HR analytics
candidate database
search
initial screening of candidates
reference checking of candidates
matching candidates
against vacancies
searching for passive candidates
management of new hire onboarding
interview scheduling
of shortlisted candidates
management of talent
engagement and communities
candidate down-selection
via video interviewing
51%
19%
24%
51%
18%
26%
51%
20%
25%
49%
21%
26%
47%
25%
25%
46%
19%
30%
46%
21%
28%
44%
23%
31%
44%
27%
24%
42%
26%
27%
41%
28%
25%
top tasks employers want completely or mostly automated, by country:
• Australia: 82% management of new hire onboarding
• Belgium: 45% searching for passive candidates
• Brazil: 58% tracking HR data and metrics
• Canada: 55% reference checking of candidates
• China: 73% candidate database search
• France: 61% management of new hire onboarding
• Germany: 47% initial screening of candidates
• India: 73% matching candidates against vacancies
• Italy: 57% searching for passive candidates
• Japan: 41% reference checking of candidates
• Mexico: 41% creation/management of HR analytics
• Netherlands: 64% creation/management of HR analytics
• Poland: 63% reference checking of candidates
• Singapore: 84% candidate database search
• Sweden: 72% candidate database search
• U.K.: 58% tracking HR data and metrics
• U.S.: 60% candidate database search
mostly or completely automated mostly or completely handled by humans equal split between humans and machines doesn’t matter as long as it’s completed
explore additionalcountry data
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
7
Smart technologies, powered by AI, machine learning and analytics, will have the greatest impact on your recruitment process. How? In every step of the recruitment continuum, innovation will accelerate output, aid in the selection of candidates and give you better access to talent. Technologies such as chatbots enhance engagement with talent and hiring managers, which results in a better candidate experience.
This is what accounting giant Ernst & Young (EY) is counting on as the company steps up recruitment automation, especially when it comes to matching talent with openings. According to HR Executive, the professional services firm is developing chatbot technology to onboard hires and help candidates find roles that are right for them.
“We see AI and automation as having great potential to free up our recruiters so they can spend more time identifying great prospects and providinga better experience for our candidates and hiring managers,” Larry Nash, U.S. director of recruitingfor EY, told HR Executive.
Like many employers, EY is taking advantage of the proliferation in bot innovation. Platforms such as AllyO and Wade & Wendy use AI to improve recruitment outcomes through a more natural way to engage candidates. According to AllyO, the company has helped its clients increase capture and conversion rates up to six times over a more traditional approach.
Using AI to find and convert candidates is a priority for many employers, but what about the quality of hires? This has always been an issue troubling recruiters, but with the proliferation of better screening technology, it might become a non-issue in the near future. Deloitte analyst Josh Bersin recently wrote that AI-based innovation will do a better job of finding the right talent by eliminating bias and focusing on the traits that make a hire successful: ambition, learning agility, passion and sense of purpose. He cites one client whose hiring success rose 30% by using the pymetrics gamification platform to assess candidates.
As another example, consumer giant Unilever is using a robust digital toolbox to accelerate recruitment performance. Leena Nair, Unilever global HR officer, recently explained that the company’s recruitment strategy for graduates includes gamification and video interviews that are based on machine learning algorithms. The use of these tools “has saved cost and 100,000 man-hours of interview for us and also time wasted on many things,” Nair says.
the transformativeimpact of AI.
“Technology in my opinion is madeto support recruitment, not replace that function. Recruitment tools shouldhelp a recruiter to be successful at their role. They should streamline processes, allowing for simple engagementand tracking. They should provide reporting tools that not only support larger cost savings initiatives, but that can also contribute to workforce planning and understanding the talent landscape — not just within an organization, but in its talent pool.”
Talent Trends Quarterly
Alya Abdounsenior manager, business process solutions
human resourcesKaiser Permanente
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
8
how do employers expectsmart technologies will impact talent?
Talent Trends Quarterly
Global
68%
65%
62%
58%
Australia
75%
67%
73%
65%
Belgium
57%
50%
27%
33%
Brazil
78%
78%
78%
70%
Canada
64%
64%
62%
54%
China
80%
82%
78%
72%
France
60%
54%
56%
66%
Germany
46%
44%
38%
42%
Japan
54%
49%
38%
35%
India
84%
88%
84%
74%
Italy
68%
68%
64%
50%
Mexico
68%
62%
60%
48%
Netherlands
42%
30%
33%
33%
Poland
38%
60%
45%
57%
Singapore
88%
86%
80%
76%
Sweden
70%
74%
78%
72%
U.K.
76%
64%
66%
60%
U.S.
82%
64%
66%
62%
knowledge workers will be freed up to do more advanced work they will positively impact the candidate experience
they will help make the recruitment process more efficient we are reskilling workers who will be impacted by adoption, so they can find other roles internally
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
9
One important way for technology to enhance recruitment is with the value of data. With analytics now being built into just about every tool under development, you’ll have greater insights into everything you do, including:
• what roles in which markets will pose challenges for your recruitment team
• when you can expect to ramp up hiring based on business cycles
• how to plan growth initiatives based on available talent
Jason Roberts, global head of technology and analytics with Randstad Sourceright’s Talent Innovation Center, explains that analytics aren’t just a buzzword of the moment. Rather, the power of data will drive how you recruit and become fully integrated in your entire candidate life cycle.
“Bringing together data from all of the HR systems that we utilize today empowers algorithmic prediction like never before. This is what makes data driven decision-making possible in an age when it has become absolutely essential,” Roberts says, pointing out that predictive analytics will eventually lead to more accurate workforce planning, help talent advisors prioritize tasks and more effectively conduct assessments, among other functions. With many employers building talent communities, these tools provide greater pipeline insights.
the power of datain recruitment.
One company successfully leveraging analytical tools is Hub International, a U.S.-based insurance broker that began implementing a number of data tools to hire better workers three years ago. Charles Lilly, a program manager who supports talent acquisition for more than 400 North American offices, told TechTarget that the company purchased technology to examine different candidate experience touchpoints so it could better invest resources in areas such as job advertisements.
“We see things we weren’t able to see before,” Lilly said. “Before, we couldn’t tell if they were coming from LinkedIn or another site. With better insight, we can see what people were doing before they interact with our website. It helps us figure out where to spend time and money advertising for candidates.”
How can better insights for your organization improve access to talent? Most likely, you’ll not only find the right skills more quickly, but also the right cultural fit. This means not only a shorter time to hire, but also longer retention, greater engagement and enhanced productivity — all of which lead to better business performance.
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
10
smart technologies
the business impactof talent technology.
Talent Trends Quarterly
100%
75%
50%
25%
0%
Glo
bal
Aust
ralia
Belg
ium
Braz
il
Can
ada
Chi
na
Fran
ce
Ger
man
y
Indi
a
Italy
Japa
n
Pola
nd
Mex
ico
Net
herla
nds
Sing
apo r
e
Swed
en
U.K.
U.S
.
58%
73%
50%
77%
47%
73%80%
80%
42%
64%
54%
74%
33%
58%64%
80%
19%
51%
38%
64%
62%
84%
52%
55% 70%
78%
58%
84%
64%
76%
64%
66%
66%
82%
84%
96%
HR tech strategy
71%
100%
75%
50%
25%
0%
Glo
bal
Aust
ralia
Belg
ium
Braz
il
Can
ada
Chi
na
Fran
ce
Ger
man
y
Indi
a
Italy
Japa
n
Pola
nd
Mex
ico
Net
herla
nds
Sing
apo r
e
Swed
en
U.K.
U.S.
65%
74% 79%
53%
70%82%
82%
52%
66%
68%
84%
72%
76%
27%
68%
43%
64%
64%
72%
52%
52% 72%
82%
54%
74%
62%
80%
82%
86%
74%
78%86%
90%
54%
65%
has transformed or had a positive impact on my business will have the same or greater influence on my business this year
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
11
As a human capital leader, it’s easy to get overwhelmed by the growth of recruitment and people management technology. Knowing where to prioritize investments, how to integrate tools into your existing infrastructure and how to apply them in the most meaningful way requires a deep understanding of your talent acquisition processes, the marketplace and your business needs. You will most likely need to invest in internal resources or seek outside expertise to unlock technology’s potential.
But regardless of how you get there, the need to leverage innovation is now more urgent than ever as competition to win talent has intensified. On the other hand, if you can effectively develop and implement a robust technology strategy that fully complements your workforce, you will achieve a perfect balance of tech and human touch to help you leap ahead of your competitors in both business and talent.
staying aheadof the competition.
“There’s always money to invest in something. If it’s important, if it’s impactful, you can always shift existing investments or create savings to make it happen. If it’s important, find a way to get it done.”
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
Timothy Streetersenior director, global talent acquisition
Whirlpool
watch the video
12Talent Trends Quarterly
technology’s placein the recruitment cycle.There are many opportunities to make your recruitment process more effective, objective, faster and, in some cases, more personalized using recruitment technology. But the perfect mix of tech and touch will likely vary from employer to employer.
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
13
Here are just some of the recruitment cycle touchpoints where technology can help you better understand the needs of your business while providing a straightforward, quick and easy recruiting experience. Watch the Talent Velocity video to see an example of a proven tech and touch process flow.
Talent Trends Quarterly
workforce planning& analytics search & match talent relationship
management candidate screening interviewing selection & hire
• integrating data from talent technologies with external sources for insights
• market intelligence for workforce planning
• business and workforce based on the availability of talent and future demand
• posting jobs to careers site and other channels
• employee referrals
• database search/ web mining
• auto-matching and candidate scoring
• direct sourcing
• personalized CRM campaigns
• content marketing
• talent communities and talent pooling
• marketing and advertising
• growing and maintaining the candidate pipeline
• surveying and gathering feedback from candidates
• candidate communications
• preliminary screening via chatbots
• skills and personality assessments
• digital interviews
• behavioral interviews
• interview scheduling
• interview prep
• completion of interview
• consultations and debriefs
• communications
• reference checks
• background checks
• offer letters
• onboarding processes
market analytics andconsultative data
candidate searchand automatching
talent relationship management and communities
AI chat for screening and candidate management
auto schedulingvideo
interview
references and background checks
recruiting performance analytics
online employeereferral
online recruitment and networking events
recruitmentmarketing
gamifiedassessments
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
14
1. Optimize your investments.There are many technologies on the market, so choose wisely. One way to ensure the highest return is to consider any acquisition holistically. Thinking beyond time and cost savings, ask how a recruiting marketing platform or chatbot can lead to greater engagement and higher recruitment conversions. When building a business case, account for all the benefits and costs that might result.
2. Know when to automate.It’s tempting to automate as many steps in your recruitment function as possible, but technology isn’t always the best option for getting work done. Determine which tasks favor the human touch, such as those requiring empathy, a white-glove experience or subjective interaction. Also, consider that some technologies may be too cost-prohibitive at this point (over time this will likely change). For those that currently don’t make sense, revisit their viability in six months, since technology development is accelerating all the time.
3. Seek help for clarity.Human capital leaders are being asked to be experts across many areas: processes, operations and the business, to name a few. Adding technology to the growing list is just one more demand asked of you. Look for support when it makes sense. You can gain the insights you need from industry analysts, professional organizations, technology vendors, and your talent strategy or outsourcing partners. A recruitment process outsourcing (RPO) or managed services provider (MSP) will likely have deep expertise and the implementation experience you need to help facilitate your investment.
4. Help your teams transition.One of the most promising aspects of smart technologies is their ability to free up your workforce to focus on more strategic and value-added services. Help your workers redefine their roles post-implementation to keep them engaged and productive. Explain how tools will help them shift their focus to create greater value to recruitment outcomes.
5 ways to accelerate recruitmentwith smart technologies.
5. Don’t forget the candidate.If your goal is to enhance recruitment conversions, make sure your technology strategy also accounts for the candidate experience. Tools that enhance communication, make the application process easier, provide status tracking, serve content and engage job seekers in other ways should be part of your investment road map. Not only will these technologies help to create a more memorable hiring journey for talent, but will surely improve your overall employer brand too.
Talent Trends Quarterly
benchmark myHR tech strategy now
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
15
How prepared is your organization to leverage today’s technological innovations?
Since 2016, our Talent Trends research has collected nearly 2,000 responses about organizations’ technology strategies and investments. In the indices on the following page, this feedback is normalized and used to assess HR tech readiness and adoption globally and on a country level, providing a basis for comparison.
Talent Trends Quarterly
benchmark your HR technology strategy.
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
117 Australia
115 U.K.
110 Sweden
106 U.S.
103 Netherlands
94 China
94 Poland
90 Canada
89 Belgium
89 Singapore
no data Brazil
no data France
no data Germany
no data India
no data Italy
no data Japan
no data Mexico
136 U.K.
129 Canada
107 Japan
105 U.S.
103 France
103 Poland
100 China
100 Netherlands
97 Australia
96 Belgium
96 Sweden
93 India
90 Brazil
90 Germany
82 Singapore
no data Italy
no data Mexico
127 Sweden
121 U.K.
111 China
110 France
104 Singapore
104 U.S.
99 Brazil
96 Australia
96 Germany
91 India
90 Canada
85 Poland
84 Belgium
79 Mexico
77 Netherlands
75 Italy
70 Japan
HR techreadiness index.
A score of 100 is the baseline global average set in 2016. An indexed value of 80 or lower indicates weaker perceptions and readiness, while a score of 120 or higher suggests strong optimism and adoption.
According to our latest indices on tech readiness and adoption — with some exceptions — organizations around the world have remained nearly unchanged since our 2017 survey. This may reflect a slowdown in investments and implementation as many are still grappling with how best to utilize existing tools.
Get your scores:
HR tech readiness & adoption calculator
decreased by 20 pointsor more moved down 5+ places
moved up 5+ placeswithin 20 pointsof previous year
increased by 20 pointsor more
16
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
2018 rankings2017 rankings2016 rankings
Talent Trends Quarterly
17Talent Trends Quarterly
120 U.K.
113 Netherlands
109 Australia
108 Sweden
105 Poland
98 Belgium
97 Canada
95 China
92 U.S.
83 Singapore
no data Brazil
no data France
no data Germany
no data India
no data Italy
no data Japan
no data Mexico
150 Canada
147 U.K.
126 Belgium
115 Brazil
114 U.S.
113 Australia
113 Netherlands
112 Poland
107 China
107 Japan
104 France
98 Germany
95 Singapore
88 India
88 Sweden
no data Italy
no data Mexico
148 Sweden
142 U.S.
138 U.K.
123 China
123 Singapore
119 Brazil
119 Germany
115 France
112 Australia
108 Canada
106 Belgium
104 Netherlands
103 Poland
100 India
97 Mexico
88 Italy
88 Japan
HR techadoption index.
When compared with data from 2016, tech adoption scores have increased markedly, indicating a stronger outlook on the results of adoption and budgeting for talent technology. Among the different countries surveyed, there are notable rises in Sweden, Singapore and the U.S., while there are significant drops in the Netherlands and Japan.
Get your scores:
HR tech readiness & adoption calculator
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
decreased by 20 pointsor more moved down 5+ places
moved up 5+ placeswithin 20 pointsof previous year
increased by 20 pointsor more
2018 rankings2017 rankings2016 rankings
How are global HR technology trends impacting employers in your industry?Read on to learn how C-suite and human capital leaders across five business sectors view the future of work and the role of both humans and technology.
trendsby sector.
18Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
19
What does smart technology mean for your organization?
When it comes to investing in workplace technology, it’s no surprise that automotive and other manufacturers are leading the way among all sectors.
• A large majority (70%) believe smart technologies will open up opportunities for talent, and nearly as many (64%) say it has either transformed or had a positive impact on their businesses.
• Like in their own production activities, they see efficiency and consistency as the biggest benefit (60%), followed by the ability to automate workflows (49%) and freeing up humans to conduct more strategic tasks (43%).
automotive & manufacturing.
Top 4 tasks employers want mostly handled by automation:
Knowledge workers will
be freed up to do more
advanced work.
It will open up new
opportunities for talent.
56%tracking HR data
and metrics
52%initial screening
of candidates
51%reference checking
of candidates
Top 3 tasks employers want mostly handled by humans:
28%candidate down-selection
via video interviewing
28%interview scheduling for
shortlisted candidates
68%It will positively impact
the candidate experience.
27%reference checking
of candidates
67%are providing tools, guides and communications to enhance the candidate experience.
64%say AI and automation have a positive impact on their businesses.
78%say smart technologies will have the same or greater influence on their business this year.
70%72%
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
51%candidate database
search
20
Although talent scarcity and competing for talent are top of mind for the financial services sector, talent leaders here also say maintaining their HR technology strategies and the digitalization of HR are also high on their priority lists.
• When it comes to the top benefits of AI and automation investments, employers expect greater efficiency and consistency (56%) will help them better attract, acquire and engage talent.
• More than half also say these smart technologies enable them to better scale recruitment (51%) and provide the talent they need in the face of scarcity (24%).
banking &financial services.
Talent Trends Quarterly
What does smart technology mean for your organization?
Top 3 tasks employers want mostly handled by automation:
Knowledge workers will
be freed up to do more
advanced work.
It will open up opportunities
for organizations like mine.
52%initial screening
of candidates
52%searching for
passive candidates
51%candidate database
search
Top 3 tasks employers want mostly handled by humans:
27%interview scheduling for
shortlisted candidates
27%candidate down-selection
via video interviewing
68%It will positively impact
the candidate experience.
23%management of talent
engagement and communities
71%78%
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
63%are providing tools, guides and communications to enhance the candidate experience.
68%say AI and automation have a positive impact on their businesses.
71%say smart technologies will have the same or greater influence on their business this year.
21
In a business where automation is at the heart of production, a majority (64%) of consumer goods employers see the opportunity for smart technologies to improve efficiencies and consistencies when it comes to talent management.
• Unsurprisingly, 68% also expect the advancement of smart technologies, such as AI, robotics and automation, to result in job displacement for workers, especially because machines will not require training (43%).
• But, talent leaders in this sector are also optimistic about how the these tools can help address talent scarcity (39%) and free knowledge workers to focus on more advanced work (61%).
consumergoods.
What does smart technology mean for your organization?
Top 4 expected benefits of smart technologies:
It will result in job
displacement/loss for
many workers.
It will positively impact
the candidate experience.
64%greater efficiencies
in our processes
43%ability to contribute immediately
with no training period
39%freeing up human talent to
focus on more strategic work
61%There is too much hype
around AI and robotics.
68%68%
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
43%are providing tools, guides and communications to enhance the candidate experience.
43%say AI and automation have a positive impact on their businesses.
68%say smart technologies will have the same or greater influence on their business this year.
39%addresses talent scarcity
in certain fields
Top 3 concerns about smart technologies:
71%reduced human touch
in the work place
43%over-reliance
on automation
43%loss of skilled
workers
22
What does smart technology mean for your organization?
While some might feel threatened by the rapid advancement of technology, 65% of talent leaders in the IT and technology sectors believe AI and other smart technologies will open up new opportunities for their organizations.
• They also believe these tools will help workers to be more efficient, productive and innovative (64%).
• What will be the biggest benefits in employers’ views? Greater efficiencies and consistency in talent processes (51%), followed by the ability to automate workflows (44%).
IT &technology.
Top 3 tasks employers want mostly handled by automation:
It will open up new
opportunities for
organizations like mine.
Organizations are much
slower to adopt these
technologies than expected.
52%creation/management
of HR analytics
50%candidate database
search
47%initial screening
of candidates
Top 3 tasks employers want mostly handled by humans:
32%reference checking
of candidates
31%interview scheduling for
shortlisted candidates
64%Human workers will be
more efficient, productive
and innovative.
30%management of talent
engagement and communities
65%65%
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
57%are providing tools, guides and communications to enhance the candidate experience.
66%say AI and automation have a positive impact on their businesses.
76%say smart technologies will have the same or greater influence on their business this year.
23
What does smart technology mean for your organization?
As a regulated industry that has traditionally been slow to adopt new technology, the life sciences and healthcare sector is now undergoing tremendous changes as a result of innovation.
• That’s why 67% of human capital leaders in this business say developing a robust technology strategy has had the biggest impact on their business in the past year.
• Notably, 49% of employers want to automate the tracking of HR data and metrics along with the creation and management of HR analytics — both areas where machines can outperform people.
life sciences &healthcare.
Top 3 tasks employers want mostly handled by automation:
Knowledge workers will
be freed up to do more
advanced work.
Human workers will be
more efficient, productive
and innovative.
51%management of
new hire onboarding
49%candidate database
search
49%searching for
passive candidates
Top 3 tasks employers want mostly handled by humans:
35%interview scheduling for
shortlisted candidates
28%reference checking
of candidates
67%It will positively impact
the candidate experience.
28%initial screening
of candidates
67%74%
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
58%are providing tools, guides and communications to enhance the candidate experience.
58%say AI and automation have a positive impact on their businesses.
70%say smart technologies will have the same or greater influence on their business this year.
Explore the following pages for data and findings from human capital and C-suite leaders in each of the 17 countries surveyed in our Talent Trends research. Here you’ll learn about the prevailing attitudes and outlook s of these leaders on the impact that technology has and will have on their talent acquisition strategies and practices.
trendsby country.
24Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
25
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 expected benefits of smart technologies:
It will open up new
opportunities for talent.
Knowledge workers will
be freed up to do more
advanced work.
67%greater efficiencies and
consistency in our processes
60%ability to automate
workflows
50%ability to contribute immediately
with no training period
Top 3 concerns about smart technologies:
69%reduced human touch
at the workplace
50%increased costs to invest
in infrastructure
73%It will help make the
recruitment process
more efficient.
44%loss of skilled
workers
75%77%Australia
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
54%are providing tools, guides and communications to enhance the candidate experience.
50%say AI and automation have a positive impact on their businesses.
77%say smart technologies will have the same or greater influence on their business this year.
26
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 4 tasks employers want mostly handled by automation:
Knowledge workers will
be freed up to do more
advanced work.
It will open up new
opportunities for
organizations like mine.
45%searching for passive
candidates
44%initial screening
of candidates
37%reference checking
of candidates
Top 3 tasks employers want mostly handled by humans:
44%interview scheduling for
shortlisted candidates
37%matching candidates
against vacancies
50%It will positively impact
the candidate experience.
33%candidate down-selection
via video interviewing
53%57%Belgium
Talent Trends Quarterly
37%candidate database
search
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
43%are providing tools, guides and communications to enhance the candidate experience.
47%say AI and automation have a positive impact on their businesses.
73%say smart technologies will have the same or greater influence on their business this year.
27
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
Human workers will be
more efficient, productive
and innovative.
Knowledge workers will
be freed up to do more
advanced work.
58%tracking HR data
and metrics
55%interview scheduling for
shortlisted candidates
52%creation/management
of HR analytics
Top 4 tasks employers want mostly handled by humans:
31%reference checking
of candidates
31%candidate down-selection
via video interviewing
78%It will positively impact
the candidate experience.
24%initial screening
of candidates
78%82%Brazil
Talent Trends Quarterly
24%candidate database
search
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
72%are providing tools, guides and communications to enhance the candidate experience.
80%say AI and automation have a positive impact on their businesses.
80%say smart technologies will have the same or greater influence on their business this year.
28
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 expected benefits of smart technologies:
It will open up new
opportunities for talent.
It will decrease personalization
of the candidate experience.
68%greater efficiencies and
consistency in our processes
54%ability to contribute immediately
with no training required
52%freeing up human talent
to focus on more
strategic projects
Top 3 concerns about smart technologies:
72%reduced human touch
in the workplace
60%loss of skilled
workers
64%Knowledge workers will
be freed up to do more
advanced work.
52%decreased competitive
advantage
66%74%Canada
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
54%are providing tools, guides and communications to enhance the candidate experience.
42%say AI and automation have a positive impact on their businesses.
64%say smart technologies will have the same or greater influence on their business this year.
29
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
It will open up new
opportunities for talent.
It will open up new
opportunities for
organizations like mine.
73%candidate database
search
64%initial screening
of candidates
57%matching candidates
against vacancies
Top 3 tasks employers want mostly handled by humans:
37%management of new
hire onboarding
33%interview scheduling for
shortlisted candidates
86%Human workers will be
more efficient, productive
and innovative.
29%candidate down-selection
via video interviewing
88%88%
Talent Trends Quarterly
China
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
64%are providing tools, guides and communications to enhance the candidate experience.
82%say AI and automation have a positive impact on their businesses.
66%say smart technologies will have the same or greater influence on their business this year.
30
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
It will open up new
opportunities for
organizations like mine.
We are providing training for
workers who will be impacted
by adoption, so they can find
other roles internally.
61%management of
new hire onboarding
53%searching for
passive candidates
53%tracking HR data
and metrics
Top 4 tasks employers want mostly handled by humans:
30%candidate down-selection
via video interviewing
25%initial screening
of candidates
64%Human workers will be
more efficient, productive
and innovative.
25%matching candidates
against vacancies
66%66%France
Talent Trends Quarterly
25%candidate database
search
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
58%are providing tools, guides and communications to enhance the candidate experience.
54%say AI and automation have a positive impact on their businesses.
74%say smart technologies will have the same or greater influence on their business this year.
31
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
It will enable our company to
source, attract and engage
the right talent.
Knowledge workers will
be freed up to do more
advanced work.
47%initial screening
of candidates
46%management of talent
engagement and communities
43%candidate down-selection
via video interviewing
Top 3 tasks employers want mostly handled by humans:
41%interview scheduling for
shortlisted candidates
38%reference checking
of candidates
46%My company is excited to
increase investments in smart
technology this year.
36%searching for
passive candidates
46%46%Germany
Talent Trends Quarterly
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
58%are providing tools, guides and communications to enhance the candidate experience.
33%say AI and automation have a positive impact on their businesses.
58%say smart technologies will have the same or greater influence on their business this year.
32
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
It will open up new
opportunities for
organizations like mine.
It will positively impact
the candidate experience.
73%matching candidates
against vacancies
71%creation/management
of HR analytics
70%tracking HR data
and metrics
Top 4 tasks employers want mostly handled by humans:
26%reference checking
of candidates
21%interview scheduling for
shortlisted candidates
84%It will open up new
opportunities for talent.
15%management of talent
engagement and communities
88%92%
Talent Trends Quarterly
India
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
15%candidate down-selection
via video interviewing
78%are providing tools, guides and communications to enhance the candidate experience.
84%say AI and automation have a positive impact on their businesses.
96%say smart technologies will have the same or greater influence on their business this year.
33
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
It will open up new
opportunities for
organizations like mine.
Human workers will be
more efficient, productive
and innovative.
57%searching for
passive candidates
50%creation/management
of HR analytics
48%tracking HR data
and metrics
Top 4 tasks employers want mostly handled by humans:
41%management of talent
engagement and communities
36%candidate down-selection
via video interviewing
72%It will open up new
opportunities for talent.
30%matching candidates
against vacancies
74%74%Italy
Talent Trends Quarterly
30%reference checking
of candidates
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
58%are providing tools, guides and communications to enhance the candidate experience.
64%say AI and automation have a positive impact on their businesses.
80%say smart technologies will have the same or greater influence on their business this year.
34
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 4 tasks employers want mostly handled by automation:
Human workers will be
more efficient, productive
and innovative.
Knowledge workers will
be freed up to do more
advanced work.
41%reference checking
of candidates
41%candidate database
search
38%initial screening
of candidates
Top 3 tasks employers want mostly handled by humans:
41%interview scheduling for
shortlisted candidates
38%management of
new hire onboarding
49%It will positively impact
the candidate experience.
34%candidate down-selection
via video interviewing
54%59%
Talent Trends Quarterly
Japan
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
38%tracking HR data
and metrics
35%are providing tools, guides and communications to enhance the candidate experience.
19%say AI and automation have a positive impact on their businesses.
51%say smart technologies will have the same or greater influence on their business this year.
35
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
Human workers will be
more efficient, productive
and innovative.
Knowledge workers will
be freed up to do more
advanced work.
41%creation/management
of HR analytics
36%candidate database
search
34%reference checking
of candidates
Top 4 tasks employers want mostly handled by humans:
49%tracking HR data
and metrics
49%management of talent
engagement and communities
64%My company will be able to
source, attract and engage
more of the right talent.
46%management of
new hire onboarding
68%70%Mexico
Talent Trends Quarterly
46%interview scheduling for
shortlisted candidates
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
56%are providing tools, guides and communications to enhance the candidate experience.
62%say AI and automation have a positive impact on their businesses.
84%say smart technologies will have the same or greater influence on their business this year.
36
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
Knowledge workers will
be freed up to do more
advanced work.
There is too much hype
around AI and robotics.
64%creation/management
of HR analytics
61%tracking HR data
and metrics
61%initial screening
of candidates
42%It will result in job
displacement/loss for
many workers.
42%42%Netherlands
Talent Trends Quarterly
Top 4 tasks employers want mostly handled by humans:
25%searching for
passive candidates
25%matching candidates
against vacancies
25%interview scheduling for
shortlisted candidates
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
25%management of talent
engagement and communities
33%are providing tools, guides and communications to enhance the candidate experience.
52%say AI and automation have a positive impact on their businesses.
55%say smart technologies will have the same or greater influence on their business this year.
37
What does smart technology mean for your organization?
Talent Trends Quarterly
Human workers will be
more efficient, productive
and innovative.
It will positively impact
the candidate experience.
57%We are providing training for
workers who will be impacted
by adoption, so they can find
other roles internally.
60%64%Poland
Talent Trends Quarterly
Top 4 tasks employers want mostly handled by automation:
63%reference checking
of candidates
57%searching for
passive candidates
51%matching candidates
against vacancies
Top 4 tasks employers want mostly handled by humans:
30%candidate database
search
24%searching for
passive candidates
24%initial screening
of candidates
24%management of talent
engagement and communities
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
51%candidate down-selection
via video interviewing
40%are providing tools, guides and communications to enhance the candidate experience.
38%say AI and automation have a positive impact on their businesses.
64%say smart technologies will have the same or greater influence on their business this year.
38Talent Trends QuarterlyTalent Trends Quarterly
Singapore What does smart technology mean for your organization?
Top 3 expected benefits of smart technologies:
Knowledge workers will
be freed up to do more
advanced work.
It will positively impact
the candidate experience.
84%greater efficiencies and
consistency in our processes
64%ability to contribute immediately
with no training period
58%freeing up human talent
to focus on more
strategic projects
Top 3 concerns about smart technologies:
68%reduced human touch
in the workplace
60%loss of skilled
workers
84%My company is excited to
increase investments in smart
technology this year.
40%increased costs to invest
in infrastructure
86%88%
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
56%are providing tools, guides and communications to enhance the candidate experience.
70%say AI and automation have a positive impact on their businesses.
78%say smart technologies will have the same or greater influence on their business this year.
39
What does smart technology mean for your organization?
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by automation:
It will decrease the personalization
of the candidate experience and
negatively impact recruitment.
It will result in job
displacement/loss for
many workers.
72%candidate database
search
69%initial screening
of candidates
69%management of talent
engagement and communities
78%It will help make the
recruitment process
more efficient.
82%86%Sweden
Talent Trends Quarterly
Top 3 tasks employers want mostly handled by humans:
12%candidate database
search
12%tracking HR data
and metrics
12%creation/management
of HR analytics
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
78%are providing tools, guides and communications to enhance the candidate experience.
58%say AI and automation have a positive impact on their businesses.
84%say smart technologies will have the same or greater influence on their business this year.
40Talent Trends Quarterly
the U.K.
Talent Trends Quarterly
What does smart technology mean for your organization?
Top 4 tasks employers want mostly handled by automation:
It will open up new
opportunities for
organizations like mine.
Knowledge workers will
be freed up to do more
advanced work.
58%tracking HR data
and metrics
52%creation/management
of HR analytics
45%initial screening
of candidates
Top 3 tasks employers want mostly handled by humans:
39%candidate down-selection
via video interviewing
31%management of talent
engagement and communities
68%It will open up new
opportunities for talent.
28%initial screening
of candidates
76%78%
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
66%are providing tools, guides and communications to enhance the candidate experience.
64%say AI and automation have a positive impact on their businesses.
76%say smart technologies will have the same or greater influence on their business this year.
45%management of
new hire onboarding
41Talent Trends Quarterly
the U.S.
Talent Trends Quarterly
What does smart technology mean for your organization?
Top 4 tasks employers want mostly handled by automation:
Knowledge workers will
be freed up to do more
advanced work.
Human workers will be
more efficient, productive
and innovative.
60%candidate database
search
56%searching for
passive candidates
56%interview scheduling for
shortlisted candidates
Top 3 tasks employers want mostly handled by humans:
30%management of talent
engagement and communities
28%tracking HR data
and metrics
70%It will open up new
opportunities for talent.
26%candidate down-selection
via video interviewing
74%82%
the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector
72%are providing tools, guides and communications to enhance the candidate experience.
64%say AI and automation have a positive impact on their businesses.
66%say smart technologies will have the same or greater influence on their business this year.
56%creation/management
of HR analytics
Talent Trends methodology.The 2018 Talent Trends study is a survey of 800 C-suite and human capital leaders across 17 countries, conducted by a third party on behalf of Randstad Sourceright. Online surveys are conducted via external panels. Interviews are self-administered and can be taken on any device (including mobile phones, tablets, desktops and laptops).
Survey samples include leaders at international and regional organizations in Australia, Belgium, Brazil, Canada, China, France, Germany, Japan, India, Italy, Mexico, the Netherlands, Poland, Singapore, Sweden, the U.K. and the U.S.
about Randstad Sourceright.Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world’s most successful employers. We empower these companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential.
As an operating company of Randstad N.V.— a €23.3 billion global provider of HR services — Randstad Sourceright’s subject matter expertsand thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and integrated talent solutions.
Read more at www.randstadsourceright.com.
© Randstad Sourceright. 2018human forward.