Bringing Graduate Recruitment to the next level

Chris G. July 27, 2018

Last year was all about HR technology. This trend is continuing to grow in 2018. However, this year, advances in recruitment technology and the adoption of new strategies with different priorities will forever change the relationship between employer and candidate as companies evolve to meet the needs of candidates.

As in most recent years, companies continue to invest in and rethink their approach to and usage of technology in the talent acquisition and HR space. On top, there is now technology made available that fundamentally can change the way employers and candidates interact with each other and paves the way into a new era: centred around the candidate, automated and focused on getting people quicker to work.

As more and more graduates enter the labour market, it is becoming challenging to find top-class talent. The Institute of Student Employers has seen that 17% of its members will use a simple recruitment process in 2017/18, and this number will only increase.

Companies are moving to mobile application processes with ATS integrations. In 2017, Millennial internet users spent an average of 223 minutes per day on mobile devices, a noticeable increase from the 188 daily minutes in 2016.

Many companies have Applicant Tracking Systems (ATS) with which they record employee data such as qualifications and references. If a candidate accepts a job offer, this data should be transferred seamlessly from the ATS to the HR system. An ATS integration creates a data-driven process that enables an active recruitment process and better quality of hiring.

In a digital environment where you can order a taxi, book a holiday and attend meetings from your phone, it's time for the recruitment industry to catch up and make the job discovery and application process as engaging and easy as possible. If companies want to reconcile their recruitment strategy and their perception as an employer with their consumer branding, a mobile-friendly and direct communication approach is the next logical step. Today, candidates expect immediate information and feedback from employers — a trend that will only accelerate in the future. Check our integration with ATS provider SmartRecruiters here:

Artificial intelligence (AI) has become a crucial element of the recruitment process. In 2018, with the increase in AI and automation, we will see a significant increase in the acceptance of AI-enabled chatbots to help candidates find jobs (job discovery, candidate screening). AI also automates essential administrative processes (e.g. candidate data capture) and onboarding. Chatbots can also help level up social media campaigns on Facebook, Instagram and others. For example, by implementing a chatbot behind the Call-to-Action (CTA) Button in an Ad, candidates will be more engaged by the intuitive conversational design and, hence, it will optimize the process. This will lead to recruiters investing more time in the recruitment and selection process, conducting interviews and submitting offers to a significantly smaller and selected pool of candidates.
 See how KellyOCG is using a chatbot in different stages of their recruitment funnel:

Another important aspect is that research has shown that younger candidates tend to prefer companies that offer flexible working conditions and a friendlier corporate culture, which is much more common in smaller companies. With 48% of 16 to 24-year-olds saying they would rather work for an SME than for a larger organisation, it is likely that employers as a whole will take the changing priorities of the candidates into account. I think that in 2018 the number of SMEs creating graduate jobs will increase.

All these changes will lead to a stronger emphasis on social mobility in the recruitment industry. By finally eliminating unconscious prejudices, companies can leverage new technologies to improve diversity and expand their talent pool, and the recruitment industry will change fundamentally over the next year.

Overall, 2018 is expected to be a year in which recruitment trends will be dominated by refined technological advances that will underpin the developing relationship between the two companies.

Resources and Useful Links:


Other blog posts