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What will digital recruiting look like in 2032?

Digital technology has transformed recruitment in ways that would have been unimaginable as little as a decade ago. Artificial intelligence (AI) and advanced machine learning have revolutionised the sector as they draw on vast amounts of data to automate functions and streamline the entire recruitment process. From preparing job ads and postings to scanning resumes to generating interview questions and scoring responses, time has been greatly reduced in the recruiting process.


But is the pace of change likely to be as rapid over the next decade and what will be the major drivers? Predicting the future is no easy task, especially given the unforeseen global event of the magnitude of Covid-19, which has not only caused widespread economic havoc but upended the traditional way in which people have performed their jobs in an office (or at home as the case may be). This upheaval has spurred innovation in a number of industries including recruitment. The ability and advancement in virtual interviews are just two examples.


Yet regardless of what happens, technology-driven roles will become increasingly more prevalent across most sectors and digital technology will offer wider opportunities in the recruitment process.


AI as a technology could already be described as indispensable for companies that receive hundreds of applications for a single position. Used in conjunction with Big Data and Analytics, automation empowered by AI will continue to streamline the process, but on a much deeper level. Over the next decade, AI will provide an increasingly holistic view of a candidate by drawing on data derived not just from Amazon or social media apps but from everywhere, including the Internet of Things, where every end-user device is network-connected.


Over the next decade, recruiters and employers will take advantage of these enhanced digital footprints to offer far more personalised and targeted advertising and marketing to specific types of applicants based on all the above factors and invariably including an AI-based assessment of a candidate’s cultural fit to their organisation.


At the same time, recruiting software applications using AI will become increasingly prevalent and sophisticated, creating more personalised ads, emails and marketing to targeted candidates, while simultaneously streamlining applicant-tracking processes involving things such as resumes and interviews.


Job seekers will also have more information at their fingertips thanks to these improvements in content dissemination. This will give them a greater understanding of a company’s culture and what it’s actually like to work there drawn from current and past employee experiences posted on social media and other online forums.


At the same time, search engine optimisation (SEO) powered by faster and stronger algorithms will play an increasingly important role in the recruitment process. SEO may still be considered primarily a marketing and branding tool now but its ability to optimise viewings of web pages and job postings in online searches is likely to become even more important going forward as competition for talent increases amid skills shortages in certain industries.


Whatever happens, digital tools will continue to streamline the recruitment process and make it easier to find the right candidate as painlessly as possible.


If you are looking for a new contract or permanent position, contact us today for a no obligation career and market appraisal from one of our expert recruitment consultants – we are here to help!


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