A new survey is offering insight to HR professionals who are looking to prepare for the year ahead
A new survey is offering insight into the recruitment trends of 2018 and it seems HR professionals involved with the discipline will have no time to rest if they want to stay ahead.
According to research by recruitment firm Hays, employers will need to be on their toes when it comes to data and digital technology as well as upskilling entry-level jobseekers and policy reform.
Jason Walker, MD of Hays in New Zealand, also said employers would need to adapt to possibilities presented by new technology, reduced net migration, calls for pay equity, policy changes and the demands presented by planned infrastructure works.
“This list will keep employers, HR and recruiters busy and will require us to look for innovative new ideas to the challenges raised,” he said.
Here is the complete list of the recruitment trends:
Recruitment will be remodelled to ‘Find & Engage’
A new model of recruitment is expected to emerge. It will be fuelled by technology, the dynamics of the digital world, data science and artificial intelligence.
The advertise-and-apply model – active jobseekers apply for advertised vacancies – will be superseded by the find-ad-engage approach.
“Find” uses digital technology and data science to reach deep into candidate pools. Meanwhile, “engage” tries to understand a candidate’s personal priorities and aspirations for a successful outcome.
Upskilling will be a priority
The government has promised to reduce net migration by between 20,000-30,000 people. But those in the domestic labour market do not always possess the skills employers need, leading to a talent mismatch. Employers will look at investing in more apprenticeships and entry-level staff who they will train up into roles.
Gender pay gap will be in the spotlight
Prime Minister Jacinda Ardern has set a target of achieving equal pay for women in the public service by 2021. She believes public service can be a catalyst for pay equity in the private sector, which will put the issue back on the agenda for CEs and HR departments in the year ahead.
Employers will have to prepare for policy change
Employers will need to stay abreast of policy reforms, prepare for changes that are coming and be ready to quickly accommodate any additional changes that are announced. An increased minimum wage and trial period changes could be just the start of the reforms employers must be aware of.
AI, robotics and chatbots will replace repetitive jobs
An increase in the minimum wage may prompt employers, particularly larger organisations, to fast-track their technology investment in artificial intelligence, robotics and chatbots in order to reduce their requirement to hire minimum wage employees for jobs that involve routine, repetitive tasks.
Civil jobs will boom
With more than $125 billion of planned infrastructure works across the country, civil jobs will boom. Demand for skilled construction workers will outweigh supply. Attracting construction professionals from overseas to New Zealand will benefit from diversity of thought and new innovative ideas.
Policy professionals will be needed
The introduction of new policies by government is seen to create staff movement and vacancy activity for policy, communications, administration and finance specialists in the government sector.
Digital technology experts will be in demand
Data analysts, cloud computing software developers and cyber security specialists will be in growing demand in 2018. More organisations will move their data to the cloud, invest in ways to more effectively utilise information to drive revenue and efficiencies and keep at bay constantly evolving cyber threats.
Digital marketing professionals also be in demand and will drive revenue generation through the effective use of digital marketing channels.
Engagement and retention will come to the fore
The engagement and retention of staff will be higher priorities for employers in 2018.
Related stories:
What will HR look like in 2022?
Job ads reveal the most sought-after staff
According to research by recruitment firm Hays, employers will need to be on their toes when it comes to data and digital technology as well as upskilling entry-level jobseekers and policy reform.
Jason Walker, MD of Hays in New Zealand, also said employers would need to adapt to possibilities presented by new technology, reduced net migration, calls for pay equity, policy changes and the demands presented by planned infrastructure works.
“This list will keep employers, HR and recruiters busy and will require us to look for innovative new ideas to the challenges raised,” he said.
Here is the complete list of the recruitment trends:
Recruitment will be remodelled to ‘Find & Engage’
A new model of recruitment is expected to emerge. It will be fuelled by technology, the dynamics of the digital world, data science and artificial intelligence.
The advertise-and-apply model – active jobseekers apply for advertised vacancies – will be superseded by the find-ad-engage approach.
“Find” uses digital technology and data science to reach deep into candidate pools. Meanwhile, “engage” tries to understand a candidate’s personal priorities and aspirations for a successful outcome.
Upskilling will be a priority
The government has promised to reduce net migration by between 20,000-30,000 people. But those in the domestic labour market do not always possess the skills employers need, leading to a talent mismatch. Employers will look at investing in more apprenticeships and entry-level staff who they will train up into roles.
Gender pay gap will be in the spotlight
Prime Minister Jacinda Ardern has set a target of achieving equal pay for women in the public service by 2021. She believes public service can be a catalyst for pay equity in the private sector, which will put the issue back on the agenda for CEs and HR departments in the year ahead.
Employers will have to prepare for policy change
Employers will need to stay abreast of policy reforms, prepare for changes that are coming and be ready to quickly accommodate any additional changes that are announced. An increased minimum wage and trial period changes could be just the start of the reforms employers must be aware of.
AI, robotics and chatbots will replace repetitive jobs
An increase in the minimum wage may prompt employers, particularly larger organisations, to fast-track their technology investment in artificial intelligence, robotics and chatbots in order to reduce their requirement to hire minimum wage employees for jobs that involve routine, repetitive tasks.
Civil jobs will boom
With more than $125 billion of planned infrastructure works across the country, civil jobs will boom. Demand for skilled construction workers will outweigh supply. Attracting construction professionals from overseas to New Zealand will benefit from diversity of thought and new innovative ideas.
Policy professionals will be needed
The introduction of new policies by government is seen to create staff movement and vacancy activity for policy, communications, administration and finance specialists in the government sector.
Digital technology experts will be in demand
Data analysts, cloud computing software developers and cyber security specialists will be in growing demand in 2018. More organisations will move their data to the cloud, invest in ways to more effectively utilise information to drive revenue and efficiencies and keep at bay constantly evolving cyber threats.
Digital marketing professionals also be in demand and will drive revenue generation through the effective use of digital marketing channels.
Engagement and retention will come to the fore
The engagement and retention of staff will be higher priorities for employers in 2018.
Related stories:
What will HR look like in 2022?
Job ads reveal the most sought-after staff