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Some predicted that recruiting in 2018 would focus on diversity, use predictive analytics, result in overhauled job listings and see a rise of the gig economy. In fact, many of these predictions held true this year, with a number of employers using the data they have to predict job suitability in candidates and performance growth in existing employees, as well as for candidate screening and talent management. Eddie Lou, executive chairman and co-founder of Shiftgig says, “Artificial Intelligence actually is affecting all aspects of HR/recruiting: candidate sourcing, screening and matching.” Meanwhile, diversity and inclusion initiatives have proven themselves capable of not only creating a wider applicant pool but also improving employers’ brands – 2019 will bring more of the same. Employers also reviewed their job listings this year and removed language that could dissuade women, minorities and older job candidates from applying. Some even reviewed the postings with their brand in mind, since it is often the first introduction to a company. AJ Brustein, co-founder and COO of Wonolo, adds, “In 2018, the gig economy played a major role in recruiting. We saw a rise in both companies offering recruiting technology aimed at the gig economy, and in gig and contract workers turning to technology to find work.” Some of the surprises this year were an unprecedented and unexpected seasonal hiring shortage, as well as the impact of conversational bots and SMS communications on recruiting. “Every talent acquisition team in every Fortune 1000 company should be budgeting for these capabilities in 2019,” says Derek Herman, product marketing specialist at Phenom People. Jason Russell, director of North America total rewards at SAP, also points out that in 2018 there were a number of employees seeking a “mission-oriented” employer.

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