The Recruitment Outlook: How Job Searching Will Change in 2018

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by Rebekah Valero-Lee on

Within the recruitment industry, 2017 was the year which signaled the rise of the robots, with AI and automation technologies taking precedence. We also welcomed a serious focus on workplace diversity and the exposition of unconscious bias. This year showed that the industry is rapidly adopting new technologies and is showing positive signs of change with more investment in training and a focus on equality and inclusion.

As we come to the end of a great year we look to what recruitment in 2018 holds for both job seekers and employers. One thing’s for sure, the year will see some game-changers in the recruitment space as well as an acceleration of those known trends we have just got to grips with.

Here’s our list of five key trends to keep your eye on:

  1. AI Technology – Bye Bye Humans 

Throughout the past year, the words artificial intelligence has probably been ringing in the ears of most HR and recruitment professionals. Once seen as ‘next-gen’ technology, AI is set to grow and expand rapidly in the year ahead, with people beginning to understand how it can make their professional lives easier.

Not only has AI improved the quality of screening candidates, it has also reduced recruiter bias (unconscious bias) by focusing on candidate skills rather than demographic. This allows recruiters to focus on the more important aspects of their day-to-day work, ultimately increasing their efficiency.

But how do candidates feel about this shift? Whilst they still prefer human interaction first and foremost, it’s become widely accepted that it isn’t possible at every touchpoint. We predict that recruitment in 2018 will see a change, with candidates far more open to communicating using alternative methods, such as chat bots and social media messaging, if it means speeding up the recruitment process.

  1. Continuous Learning – Combatting The Skills Gap

Whether you want to learn new trends or up-skill, continuous learning is becoming more widely accepted. HR managers recognise that training employee’s costs less than recruiting a new starter, and for candidates this is a big attraction towards a company. When it comes to learning, there should never be an end date as for any worker, it’s important they continually develop their skills and knowledge.

Gone are the days where people wholly rely on their school or university education to get them through their profession – no market is static. With the skills gap in the UK reaching crisis point – both candidates and employers should be on the lookout to enhance their skillsets and workforce, as it is an essential part in the UK being able to deliver the pipeline of projects (Hinkley Point C and HS2) that are key to the country’s economic growth.

Adrian Adair, our Ops Director discusses skills in relation to Hinkley Point C, here.

  1. Remote Working – The Future Of Employment?

Recruitment in 2018 will see more and more companies offering remote working as one of their perks – and why not? Candidates, especially millennials, love it. It’s evident there are some great positives to working remotely – being free from distractions increases concentration and research suggests the work-life balance is significantly improved by having more flexibility.

However, with many people working remotely full-time missing team comradery, which has the opposite effect on well-being.

  1. Social Media – Get On Board, It’s Going Nowhere

With 79% of candidates using social media in their job search, there’s no doubt this continues to be trend in itself, but this time focusing on two pivotal aspects: LinkedIn and Gen Z.

LinkedIn goes wild

When social media recruiting first rose to prominence, LinkedIn was the platform of choice for recruiters and candidates alike due to being considered the ‘professional social network’. However, as new platforms rose in popularity, it’s been questioned as to whether LinkedIn is still worth the time and resources – it is.

This year, the platform officially hit 530 million members, all being due to a major shift in the use of the platform. Instead of just being a networking site, it’s now also a content platform. With around 100,000 new articles being published every week, LinkedIn is producing new, organic content at a record pace. This provides creative recruiting teams with a unique opportunity to change their LinkedIn identity, and attract candidates on the platform in new ways. Failing to take advantage of this side of LinkedIn will almost certainly cause organisations to lose top talent to their more digitally-focused competition.

Gen Z has arrived

I know it only seems like yesterday that recruiting teams we’re forced to make major adjustments because of millennials, but Gen Z has arrived to disrupt everything, again. For recruitment in 2018, understanding what Gen Z expects when searching for jobs is crucial (we explain all about them here), so that your process is optimized for when this group hits the market in full force.

Due to growing up in an almost-completely digital world, the expectations of Gen Z when it comes to all things digital exceeds even those of millennials. Therefore, it’s essential to keep up with the latest social media trends as otherwise employers risk missing out completely on this key demographic.

  1. Mobile – The Tech Evolution

If we mention social media, we have to mention mobile. It’s so ingrained in each of our lives you’d think that it doesn’t even have to be on this list. Well, 89% of job seekers say their mobile device is an important tool for job searching and yet many companies are yet to have fully mobile-optimised career sites.

Not only this, but the way in which we search for jobs is changing with Google setting their sights on domination of recruitment in 2018. Welcome Google for Jobs. This new search presents a more practical and efficient approach to the job hunt. It does this with an API which uses machine learning to understand how job titles and skills relate to one another and what job content, location, and seniority are the closest match to a jobseeker’s preferences. Then, the API can be purchased by companies to help them recruit better candidates on their job boards and websites – the takeover begins.

Consequently, in the New Year, adopting a mobile- enabled application process should be a top priority for companies in order to satisfy candidate expectations. Apparently, already 48% of job seekers believe mobile devices will be the most common way to search for jobs. We predict recruitment in 2018 to see exciting change, watch this space…

Cx Jobs

Senior Project Engineer (Systems)

A leading client in the Rail industry is recruiting for a Senior Project Engineer (Systems) to work on a contract basis in Manchester. Role is inside scope of IR35 paying £500-£600 per day. This role will be leading the CSM and TSI (acceptance engineering) process within Northern programme and will support the whole programme of Enhancements, Development and TRU. Additionally, the role will be looking to bring improvement in this area. Must Haves: Experience with CSM and TSI activities as per latest legislations and standards. Experience on assessment body activities and associated process. Experience with CSM and TSI for project/programme level including delaing with system review panel. Essential (from the JD) Significant experience in engineering disciplines, ideally with involvement in construction and design projects across multi discipline areas Technical qualifications to at least HND level or equivalent Membership of a relevant professional institution Experience of major contracting Knowledge of structuring safety cases in support of projects Knowledge of safety management and quality assurance Understanding of the arrangements required for the independent assessment of works Accident investigation experience

Site Engineer

Recruiting for a Site Engineer to work on a contract basis for a leading client in the Rail Industry based in Stockton-on-Tees. Reports to the Work package manager and is responsible for the engineering control on site, supporting the installation team. The key responsibilities are to ensure engineering governance of the installation including setting out, quality control, production of ITP's, WPP's, issuing and coordinating design in a suitable format to the installation teams, material take off and control and essentially ensuring that the site team have the all the correct information required to build. Support the Work Package Manager in delivering the civil engineering works for the project Representing the civil engineering team for the civil engineering works in meetings as required Implement Management Systems for the site works Ensure equipment and signal foundations are built as per the AFC design, including setting out of the equipment where required Compile the quality assurance folders and paperwork for the equipment and signal foundations Provide engineering support to the workforce as required Order plant and materials to ensure the works continue without delay Produce a short term programme on a weekly basis and monitor production against the programme Raise technical queries against the design as necessary Production of permits for the different aspects of work Compile 'As built' records and data Ability to lead a section of works within the project Timely and accurate setting out Timely ordering of materials, and compilation of paperwork to allow works to continue without delay or disruption Essential PTS holder Recent experience as a Site/Section Engineer, preferably in rail industry Experience of Setting Out techniques Good numerate and Microsoft IT skills in particular, Word, Excel and Outlook Good verbal and written communication skills Formal qualification in Civil Engineering Desirable IWA competence Degree in Civil Engineering

Team Organiser

A leading client in the Rail Industry is recruiting for Team Organizer to work on a contract basis in Eccles, Manchester. Rates negotiable dependent upon experience. Please see below daily duties: Daily checklist of duties to manage the reception area Post - Incoming and Outgoing Processing of agency staff timesheets Compliance check for hidden / fatigue each week Assist test section during commissioning's & as required Update Monthly the Safety information Maintain fuel receipt log Maintain testing tools for calibration Raise estates tickets and log on tracker Raise Requisitions and manage good receipting including maintaining office supplies, PPE and consumables Housekeeping - Reception, meeting rooms, goods-in area Manage visitors and support security of the building Raise IT tickets and support IT team with compliance Manage Meeting Room bookings ensuring efficient use of space

Commercial Manager

Recruiting for a Commercial Manager to work on a contract basis for a leading client in the Railway Industry based in Birmingham. Purpose of the role: Provide Siemens with post contract commercial support for designated packages of work, including subcontract, materials and direct labour. Ensures projects are successfully delivered within cost and time constraints. Acts as a primary interface to work package managers, key stakeholders and suppliers. Principal Accountabilities: Assist with commercial management of various work packages as directed. These may include: Design, Installation, Test & Commission, Materials, Telecoms, Electrification, Power, Plant, Professional Services, Civil Engineering and Permanent Way. Responsible for work package change control and management. Provides key commercial interface for responsible work package manager. Provide contractual & commercial support to Project Managers and Engineering. Responsible for work package cost management, including forecasting, budget management and control. Monitor and actively manage and mitigate work package risks. Provides Input to internal and external commercial reports as required by Commercial Delivery Strategy. Ensure processes and document control complies with the appropriate Company standards. Establish and maintain interfaces with key stakeholders. Eg: finance, project management, engineering, sub-contractors, suppliers and client. Responsible for maintaining auditable records for responsible work packages in accordance with contractual requirements. Essential Competencies: Minimum 4+ years Quantity Surveyor / Contracts Administrator experience working within a contractor side project environment. Experience ideally gained in a similar or related industry e.g. rail, engineering, defence, construction etc. Degree qualified or equivalent and/or hold or working towards professional qualification (RICS, IACCM or similar) Strong track record in a contractor side, project environment. Able to manage both direct labour and subcontract costs. Ability to estimate change / variations using various methods. Able to forecast cost and measure cost of work complete. Good negotiation skills Ability to manage commercial strategies Ability to work with limited supervision Ability to manage expectations Strong communicator with excellent written and oral communications skills Good financial and commercial acumen Ability to work under own initiative and under cost or time critical conditions Good Contractual knowledge and experience. Confident and able to deal externally and internally at all levels. Ability to operate effectively within a team environment Strong computing skills in MS word, excel, project and MS Outlook