Business social network: LinkedIn reveals recruiting trends of the year


Saudi Gazette

LinkedIn recently revealed the top trends shaping the way companies recruit new employees in its latest report ‘Global Recruiting Trends 2018’.

Diversity turned out to be the biggest “game-changer” as over half of companies are already embracing it. This entails gender, race, age, educational, disability, and – although a minority – religious diversity.

While companies are focusing on diversity to improve their work culture, this requires a smart hiring process. It turns out technology can go a long way in saving time in the tedious process of hiring and instead allow for human resources professionals to focus their entire efforts on the human part of the job.

New Interviewing Tools

According to LinkedIn, there are several useful interviewing innovations such as soft skills assessments and virtual reality assessments.

56 percent of respondents said interviewing innovations are important for the future of hiring.

The report mentioned Citi’s experience in setting standardized assessment to compare its applicants so it launched the Koru7™, a 20-minute survey that measures soft skills.

hen it comes to VR, Lloyds Banking Group evaluates candidates in their final round of the application by inviting them to a day-long assessment center visit where they ‘move within a 360-degree virtual world and manipulate objects using tracked motion controls’. They’re then judged on how they approach and solve tasks.


Data usage has never been so important for recruiters to attracting the best talent. The most common uses are to understand attrition, skills gap, and building better offers.

“We are going to see the biggest change in the HR profession overall, as analytics start to reinvent the way we work,” says Dawn Klinghoffer, general manager of HR Business Insights at Microsoft. “We are now starting to look for HR professionals that have the capability to understand, interpret, and leverage data — and this is a trend that I believe will continue for a while.”

However, the report indicates that some of the obstacles to using data include poor quality, figuring out where to find the data, high cost, and not knowing how to use it.

LinkedIn aims to launch the LinkedIn Talent Insights this year to offer self-serve analytics that give real-time, in-depth talent statistics and trends. This tool aims to help hiring managers to use data without needing an expert in statistics.


Future predictions indicate that 76% of respondents in a survey say AI’s impact on recruiting will be “significant”.

Often receiving a large pile of resumes to screen for a job position can be a heavy task for recruiters.

AI software that screens those resumes can accelerate the workflow.

AI can be helpful in several aspects, including sourcing, screening, scheduling, engaging candidates, and interviewing, among others.

Analyzing information smarter can get the job done faster while saving money and removing human bias, according to LinkedIn.

However, AI can advance the workflow but cannot fully automate the recruitment process. There will always be a need for people as machines cannot provide everything that humans do such as proposing the role, negotiating, understanding candidates’ needs and community building.