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human forward.

Talent Trends Quarterly | Q3 2018

navigate a newbusiness landscape:

how HR techis powering recruitment.

https://www.randstadsourceright.com/

2

tableof contents.

Talent Trends Quarterly

how HR tech ispowering recruitment04technology’s place inthe recruitment cycle125 ways to accelerate recruitment with smart technologies14

HR tech readiness& adoption indices15talent trendsby sector18talent trendsby country24


3Talent Trends Quarterly

There has never been a better time for employers to explore the possibilities that technological innovation can bring to their recruitment processes. It is now so much easier to source and screen talent, but at the same time there’s an added level of complexity that requires companies to consider the recruitment process more specifically to determine the best mix of tech and touch to improve hiring outcomes.

Michel Stokvismanaging director,

Talent Innovation CenterRandstad Sourceright

the recruitment cycleglobal HR tech trends benchmark my strategypractical tips trends by countrytrends by sector


4

Science fiction fans know that a cyborg is part man, part machine and equipped with superior strength, intelligence and problem-solving skills.In today’s highly innovative human capital marketplace, recruiters may soon become the new cyborgs.


how HR tech ispowering recruitment.



5

While they won’t sport bionic arms and legs, recruiters will be empowered like never before by technology that makes them smarter, more efficient and connected. The recruiter of the near future will be able to find the right talent with the push of a button and possess the people skills to engage and convert top candidates into employees and workers. And that’s not science fiction.

In fact, a lot of the innovation described is already here. Tools to automate search and screen are growing smarter and more refined with each iteration. Candidate relationship management (CRM) platforms are like a Swiss army knife for talent leaders, automating many workflows and centralizing data for greater insights. Artificial intelligence (AI) is helping businesses personalize and customize candidate touchpoints to create memorable hiring journeys. People analytics deliver past performance data, but also predict future talent needs. It’s easy to assume your life as a human capital leader will become easier. But maybe not.

This rapid and powerful transformation may not be a clear win-win. While technology is changing how your business acquires talent, it’s also the great equalizer — your competitors will have access to similar, if not the same, tools. This means technology alone won’t give you an edge. How you use it to accelerate people will. And most of your peers already acknowledge this.

Our 2018 Talent Trends research — which surveyed more than 800 C-suite and human capital leaders in 17 countries — confirms this. Tasks such as candidate database search (51%), tracking HR data/metrics (51%), the creation and management of HR analytics (51%), and the initial screening of candidates (49%) are the top four areas that talent leaders say should be mostly or completely automated. This isn’t surprising because technology can expedite these activities and provide value beyond what humans can deliver.

On the other hand, employers believe people skills and the human touch are still important when it comes to other tasks. Down-selecting using video interviews (28%), interview scheduling of shortlisted candidates (27%), and engagement and management of talent communities (26%) are the top three functions that employers would like handled mostly by humans.That’s likely because each of these touchpoints provides another opportunity to reinforce personalization during the candidate journey.

It is worth noting, however, that our data shows mixed feelings about these top areas for human involvement. For instance, while 28% say they’d like candidate down-selection via video interviewing handled mostly by humans, nearly as many (26%) prefer the process to be mostly automated, with some human involvement. The same holds true for interview scheduling; where 27% say they prefer humans to manage this process, 28% would like to see the process mostly automated, with some human involvement.

How much of the human touch is necessary depends on a number of factors, such as role types, urgency, volume and more. For example, an employer may schedule interviews with top candidates personally for the value of direct connection, but prefer to schedule initial interviews for an entry-level position using technology to accelerate the process. In either case, automation can help free recruiters from spending time on low-value tasks, allowing them to create stronger bonds with hiring managers and candidates, and resulting in increased conversions.

Most of our survey respondents believe this as well. Sixty-eight (68) percent say knowledge workers will be freed up to do more advanced work; and 66% believe human workers will be more efficient, productive and innovative. Sixty-five (65) percent feel the candidate experience will be positively affected, and smart technologies will open up new opportunities for talent. This outlook is further affirmed by 73% of human capital leaders, who say smart technologies will have as much, if not greater influence, on their organizations this year.



http://www.randstadsourceright.com/talent-trends


6

which recruitment tasks do employers want to automate?


tracking HR data and metrics

creation/management

of HR analytics

candidate database

search

initial screening of candidates

reference checking of candidates

matching candidates

against vacancies

searching for passive candidates

management of new hire onboarding

interview scheduling

of shortlisted candidates

management of talent

engagement and communities

candidate down-selection

via video interviewing

51%

19%

24%

51%

18%

26%

51%

20%

25%

49%

21%

26%

47%

25%

25%

46%

19%

30%

46%

21%

28%

44%

23%

31%

44%

27%

24%

42%

26%

27%

41%

28%

25%

top tasks employers want completely or mostly automated, by country:

• Australia: 82% management of new hire onboarding

• Belgium: 45% searching for passive candidates

• Brazil: 58% tracking HR data and metrics

• Canada: 55% reference checking of candidates

• China: 73% candidate database search

• France: 61% management of new hire onboarding

• Germany: 47% initial screening of candidates

• India: 73% matching candidates against vacancies

• Italy: 57% searching for passive candidates

• Japan: 41% reference checking of candidates

• Mexico: 41% creation/management of HR analytics

• Netherlands: 64% creation/management of HR analytics

• Poland: 63% reference checking of candidates

• Singapore: 84% candidate database search

• Sweden: 72% candidate database search

• U.K.: 58% tracking HR data and metrics

• U.S.: 60% candidate database search

mostly or completely automated mostly or completely handled by humans equal split between humans and machines doesn’t matter as long as it’s completed

explore additionalcountry data



7

Smart technologies, powered by AI, machine learning and analytics, will have the greatest impact on your recruitment process. How? In every step of the recruitment continuum, innovation will accelerate output, aid in the selection of candidates and give you better access to talent. Technologies such as chatbots enhance engagement with talent and hiring managers, which results in a better candidate experience.

This is what accounting giant Ernst & Young (EY) is counting on as the company steps up recruitment automation, especially when it comes to matching talent with openings. According to HR Executive, the professional services firm is developing chatbot technology to onboard hires and help candidates find roles that are right for them.

“We see AI and automation as having great potential to free up our recruiters so they can spend more time identifying great prospects and providinga better experience for our candidates and hiring managers,” Larry Nash, U.S. director of recruitingfor EY, told HR Executive.

Like many employers, EY is taking advantage of the proliferation in bot innovation. Platforms such as AllyO and Wade & Wendy use AI to improve recruitment outcomes through a more natural way to engage candidates. According to AllyO, the company has helped its clients increase capture and conversion rates up to six times over a more traditional approach.

Using AI to find and convert candidates is a priority for many employers, but what about the quality of hires? This has always been an issue troubling recruiters, but with the proliferation of better screening technology, it might become a non-issue in the near future. Deloitte analyst Josh Bersin recently wrote that AI-based innovation will do a better job of finding the right talent by eliminating bias and focusing on the traits that make a hire successful: ambition, learning agility, passion and sense of purpose. He cites one client whose hiring success rose 30% by using the pymetrics gamification platform to assess candidates.

As another example, consumer giant Unilever is using a robust digital toolbox to accelerate recruitment performance. Leena Nair, Unilever global HR officer, recently explained that the company’s recruitment strategy for graduates includes gamification and video interviews that are based on machine learning algorithms. The use of these tools “has saved cost and 100,000 man-hours of interview for us and also time wasted on many things,” Nair says.

the transformativeimpact of AI.

“Technology in my opinion is madeto support recruitment, not replace that function. Recruitment tools shouldhelp a recruiter to be successful at their role. They should streamline processes, allowing for simple engagementand tracking. They should provide reporting tools that not only support larger cost savings initiatives, but that can also contribute to workforce planning and understanding the talent landscape — not just within an organization, but in its talent pool.”


Alya Abdounsenior manager, business process solutions

human resourcesKaiser Permanente


http://hrexecutive.com/talent-acquisitions-leaders-use-ai-to-improve-hiring/

https://www.allyo.com/#aiRecruiting

http://wadeandwendy.ai/

https://www.forbes.com/sites/joshbersin/2018/06/18/ai-in-hr-a-real-killer-app/#2fe6c34648f1

https://www.pymetrics.com/employers/

https://economictimes.indiatimes.com/industry/cons-products/fmcg/digitising-recruitment-process-saved-costs-at-unilever/articleshow/64893555.cms


8

how do employers expectsmart technologies will impact talent?


Global

68%

65%

62%

58%

Australia

75%

67%

73%

65%

Belgium

57%

50%

27%

33%

Brazil

78%

78%

78%

70%

Canada

64%

64%

62%

54%

China

80%

82%

78%

72%

France

60%

54%

56%

66%

Germany

46%

44%

38%

42%

Japan

54%

49%

38%

35%

India

84%

88%

84%

74%

Italy

68%

68%

64%

50%

Mexico

68%

62%

60%

48%

Netherlands

42%

30%

33%

33%

Poland

38%

60%

45%

57%

Singapore

88%

86%

80%

76%

Sweden

70%

74%

78%

72%

U.K.

76%

64%

66%

60%

U.S.

82%

64%

66%

62%

knowledge workers will be freed up to do more advanced work they will positively impact the candidate experience

they will help make the recruitment process more efficient we are reskilling workers who will be impacted by adoption, so they can find other roles internally



9

One important way for technology to enhance recruitment is with the value of data. With analytics now being built into just about every tool under development, you’ll have greater insights into everything you do, including:

• what roles in which markets will pose challenges for your recruitment team

• when you can expect to ramp up hiring based on business cycles

• how to plan growth initiatives based on available talent

Jason Roberts, global head of technology and analytics with Randstad Sourceright’s Talent Innovation Center, explains that analytics aren’t just a buzzword of the moment. Rather, the power of data will drive how you recruit and become fully integrated in your entire candidate life cycle.

“Bringing together data from all of the HR systems that we utilize today empowers algorithmic prediction like never before. This is what makes data driven decision-making possible in an age when it has become absolutely essential,” Roberts says, pointing out that predictive analytics will eventually lead to more accurate workforce planning, help talent advisors prioritize tasks and more effectively conduct assessments, among other functions. With many employers building talent communities, these tools provide greater pipeline insights.

the power of datain recruitment.

One company successfully leveraging analytical tools is Hub International, a U.S.-based insurance broker that began implementing a number of data tools to hire better workers three years ago. Charles Lilly, a program manager who supports talent acquisition for more than 400 North American offices, told TechTarget that the company purchased technology to examine different candidate experience touchpoints so it could better invest resources in areas such as job advertisements.

“We see things we weren’t able to see before,” Lilly said. “Before, we couldn’t tell if they were coming from LinkedIn or another site. With better insight, we can see what people were doing before they interact with our website. It helps us figure out where to spend time and money advertising for candidates.”

How can better insights for your organization improve access to talent? Most likely, you’ll not only find the right skills more quickly, but also the right cultural fit. This means not only a shorter time to hire, but also longer retention, greater engagement and enhanced productivity — all of which lead to better business performance.



https://searchhrsoftware.techtarget.com/feature/How-to-start-using-people-analytics-tools-for-recruitment


10

smart technologies

the business impactof talent technology.


100%

75%

50%

25%

0%

Glo

bal

Aust

ralia

Belg

ium

Braz

il

Can

ada

Chi

na

Fran

ce

Ger

man

y

Indi

a

Italy

Japa

n

Pola

nd

Mex

ico

Net

herla

nds

Sing

apo r

e

Swed

en

U.K.

U.S

.

58%

73%

50%

77%

47%

73%80%

80%

42%

64%

54%

74%

33%

58%64%

80%

19%

51%

38%

64%

62%

84%

52%

55% 70%

78%

58%

84%

64%

76%

64%

66%

66%

82%

84%

96%

HR tech strategy

71%

100%

75%

50%

25%

0%

Glo

bal

Aust

ralia

Belg

ium

Braz

il

Can

ada

Chi

na

Fran

ce

Ger

man

y

Indi

a

Italy

Japa

n

Pola

nd

Mex

ico

Net

herla

nds

Sing

apo r

e

Swed

en

U.K.

U.S.

65%

74% 79%

53%

70%82%

82%

52%

66%

68%

84%

72%

76%

27%

68%

43%

64%

64%

72%

52%

52% 72%

82%

54%

74%

62%

80%

82%

86%

74%

78%86%

90%

54%

65%

has transformed or had a positive impact on my business will have the same or greater influence on my business this year



11

As a human capital leader, it’s easy to get overwhelmed by the growth of recruitment and people management technology. Knowing where to prioritize investments, how to integrate tools into your existing infrastructure and how to apply them in the most meaningful way requires a deep understanding of your talent acquisition processes, the marketplace and your business needs. You will most likely need to invest in internal resources or seek outside expertise to unlock technology’s potential.

But regardless of how you get there, the need to leverage innovation is now more urgent than ever as competition to win talent has intensified. On the other hand, if you can effectively develop and implement a robust technology strategy that fully complements your workforce, you will achieve a perfect balance of tech and human touch to help you leap ahead of your competitors in both business and talent.

staying aheadof the competition.

“There’s always money to invest in something. If it’s important, if it’s impactful, you can always shift existing investments or create savings to make it happen. If it’s important, find a way to get it done.”



Timothy Streetersenior director, global talent acquisition

Whirlpool

watch the video

https://insights.randstadsourceright.com/latest-videos/talent-trailblazer-tv-talent-technology-in-practice-at-whirlpool

https://insights.randstadsourceright.com/latest-videos/talent-trailblazer-tv-talent-technology-in-practice-at-whirlpool



technology’s placein the recruitment cycle.There are many opportunities to make your recruitment process more effective, objective, faster and, in some cases, more personalized using recruitment technology. But the perfect mix of tech and touch will likely vary from employer to employer.



13

Here are just some of the recruitment cycle touchpoints where technology can help you better understand the needs of your business while providing a straightforward, quick and easy recruiting experience. Watch the Talent Velocity video to see an example of a proven tech and touch process flow.


workforce planning& analytics search & match talent relationship

management candidate screening interviewing selection & hire

• integrating data from talent technologies with external sources for insights

• market intelligence for workforce planning

• business and workforce based on the availability of talent and future demand

• posting jobs to careers site and other channels

• employee referrals

• database search/ web mining

• auto-matching and candidate scoring

• direct sourcing

• personalized CRM campaigns

• content marketing

• talent communities and talent pooling

• marketing and advertising

• growing and maintaining the candidate pipeline

• surveying and gathering feedback from candidates

• candidate communications

• preliminary screening via chatbots

• skills and personality assessments

• digital interviews

• behavioral interviews

• interview scheduling

• interview prep

• completion of interview

• consultations and debriefs

• communications

• reference checks

• background checks

• offer letters

• onboarding processes

market analytics andconsultative data

candidate searchand automatching

talent relationship management and communities

AI chat for screening and candidate management

auto schedulingvideo

interview

references and background checks

recruiting performance analytics

online employeereferral

online recruitment and networking events

recruitmentmarketing

gamifiedassessments


https://insights.randstadsourceright.com/latest-videos/talent-velocity-4


14

1. Optimize your investments.There are many technologies on the market, so choose wisely. One way to ensure the highest return is to consider any acquisition holistically. Thinking beyond time and cost savings, ask how a recruiting marketing platform or chatbot can lead to greater engagement and higher recruitment conversions. When building a business case, account for all the benefits and costs that might result.

2. Know when to automate.It’s tempting to automate as many steps in your recruitment function as possible, but technology isn’t always the best option for getting work done. Determine which tasks favor the human touch, such as those requiring empathy, a white-glove experience or subjective interaction. Also, consider that some technologies may be too cost-prohibitive at this point (over time this will likely change). For those that currently don’t make sense, revisit their viability in six months, since technology development is accelerating all the time.

3. Seek help for clarity.Human capital leaders are being asked to be experts across many areas: processes, operations and the business, to name a few. Adding technology to the growing list is just one more demand asked of you. Look for support when it makes sense. You can gain the insights you need from industry analysts, professional organizations, technology vendors, and your talent strategy or outsourcing partners. A recruitment process outsourcing (RPO) or managed services provider (MSP) will likely have deep expertise and the implementation experience you need to help facilitate your investment.

4. Help your teams transition.One of the most promising aspects of smart technologies is their ability to free up your workforce to focus on more strategic and value-added services. Help your workers redefine their roles post-implementation to keep them engaged and productive. Explain how tools will help them shift their focus to create greater value to recruitment outcomes.

5 ways to accelerate recruitmentwith smart technologies.

5. Don’t forget the candidate.If your goal is to enhance recruitment conversions, make sure your technology strategy also accounts for the candidate experience. Tools that enhance communication, make the application process easier, provide status tracking, serve content and engage job seekers in other ways should be part of your investment road map. Not only will these technologies help to create a more memorable hiring journey for talent, but will surely improve your overall employer brand too.


benchmark myHR tech strategy now


https://www.randstadsourceright.com/our-solutions/recruitment-process-outsourcing-rpo/

https://www.randstadsourceright.com/our-solutions/recruitment-process-outsourcing-rpo/

https://www.randstadsourceright.com/our-solutions/managed-services-programs-msp/

https://insights.randstadsourceright.com/h/i/376242430-hr-tech-adoption-and-readiness-calculator


15

How prepared is your organization to leverage today’s technological innovations?

Since 2016, our Talent Trends research has collected nearly 2,000 responses about organizations’ technology strategies and investments. In the indices on the following page, this feedback is normalized and used to assess HR tech readiness and adoption globally and on a country level, providing a basis for comparison.


benchmark your HR technology strategy.



117 Australia

115 U.K.

110 Sweden

106 U.S.

103 Netherlands

94 China

94 Poland

90 Canada

89 Belgium

89 Singapore

no data Brazil

no data France

no data Germany

no data India

no data Italy

no data Japan

no data Mexico

136 U.K.

129 Canada

107 Japan

105 U.S.

103 France

103 Poland

100 China

100 Netherlands

97 Australia

96 Belgium

96 Sweden

93 India

90 Brazil

90 Germany

82 Singapore

no data Italy

no data Mexico

127 Sweden

121 U.K.

111 China

110 France

104 Singapore

104 U.S.

99 Brazil

96 Australia

96 Germany

91 India

90 Canada

85 Poland

84 Belgium

79 Mexico

77 Netherlands

75 Italy

70 Japan

HR techreadiness index.

A score of 100 is the baseline global average set in 2016. An indexed value of 80 or lower indicates weaker perceptions and readiness, while a score of 120 or higher suggests strong optimism and adoption.

According to our latest indices on tech readiness and adoption — with some exceptions — organizations around the world have remained nearly unchanged since our 2017 survey. This may reflect a slowdown in investments and implementation as many are still grappling with how best to utilize existing tools.

Get your scores:

HR tech readiness & adoption calculator

decreased by 20 pointsor more moved down 5+ places

moved up 5+ placeswithin 20 pointsof previous year

increased by 20 pointsor more

16


2018 rankings2017 rankings2016 rankings


https://insights.randstadsourceright.com/randstad-sourceright-insights/hr-tech-adoption-and-readiness-calculator



120 U.K.

113 Netherlands

109 Australia

108 Sweden

105 Poland

98 Belgium

97 Canada

95 China

92 U.S.

83 Singapore

no data Brazil

no data France

no data Germany

no data India

no data Italy

no data Japan

no data Mexico

150 Canada

147 U.K.

126 Belgium

115 Brazil

114 U.S.

113 Australia

113 Netherlands

112 Poland

107 China

107 Japan

104 France

98 Germany

95 Singapore

88 India

88 Sweden

no data Italy

no data Mexico

148 Sweden

142 U.S.

138 U.K.

123 China

123 Singapore

119 Brazil

119 Germany

115 France

112 Australia

108 Canada

106 Belgium

104 Netherlands

103 Poland

100 India

97 Mexico

88 Italy

88 Japan

HR techadoption index.

When compared with data from 2016, tech adoption scores have increased markedly, indicating a stronger outlook on the results of adoption and budgeting for talent technology. Among the different countries surveyed, there are notable rises in Sweden, Singapore and the U.S., while there are significant drops in the Netherlands and Japan.

Get your scores:

HR tech readiness & adoption calculator


decreased by 20 pointsor more moved down 5+ places

moved up 5+ placeswithin 20 pointsof previous year

increased by 20 pointsor more

2018 rankings2017 rankings2016 rankings

https://insights.randstadsourceright.com/randstad-sourceright-insights/hr-tech-adoption-and-readiness-calculator


How are global HR technology trends impacting employers in your industry?Read on to learn how C-suite and human capital leaders across five business sectors view the future of work and the role of both humans and technology.

trendsby sector.




19

What does smart technology mean for your organization?

When it comes to investing in workplace technology, it’s no surprise that automotive and other manufacturers are leading the way among all sectors.

• A large majority (70%) believe smart technologies will open up opportunities for talent, and nearly as many (64%) say it has either transformed or had a positive impact on their businesses.

• Like in their own production activities, they see efficiency and consistency as the biggest benefit (60%), followed by the ability to automate workflows (49%) and freeing up humans to conduct more strategic tasks (43%).

automotive & manufacturing.

Top 4 tasks employers want mostly handled by automation:

Knowledge workers will

be freed up to do more

advanced work.

It will open up new

opportunities for talent.

56%tracking HR data

and metrics

52%initial screening

of candidates

51%reference checking

of candidates

Top 3 tasks employers want mostly handled by humans:

28%candidate down-selection


28%interview scheduling for

shortlisted candidates

68%It will positively impact

the candidate experience.


of candidates

67%are providing tools, guides and communications to enhance the candidate experience.

64%say AI and automation have a positive impact on their businesses.

78%say smart technologies will have the same or greater influence on their business this year.

70%72%



51%candidate database

search


20

Although talent scarcity and competing for talent are top of mind for the financial services sector, talent leaders here also say maintaining their HR technology strategies and the digitalization of HR are also high on their priority lists.

• When it comes to the top benefits of AI and automation investments, employers expect greater efficiency and consistency (56%) will help them better attract, acquire and engage talent.

• More than half also say these smart technologies enable them to better scale recruitment (51%) and provide the talent they need in the face of scarcity (24%).

banking &financial services.






advanced work.

It will open up opportunities

for organizations like mine.


of candidates

52%searching for

passive candidates


search








23%management of talent


71%78%






21

In a business where automation is at the heart of production, a majority (64%) of consumer goods employers see the opportunity for smart technologies to improve efficiencies and consistencies when it comes to talent management.

• Unsurprisingly, 68% also expect the advancement of smart technologies, such as AI, robotics and automation, to result in job displacement for workers, especially because machines will not require training (43%).

• But, talent leaders in this sector are also optimistic about how the these tools can help address talent scarcity (39%) and free knowledge workers to focus on more advanced work (61%).

consumergoods.


Top 4 expected benefits of smart technologies:

It will result in job

displacement/loss for

many workers.

It will positively impact


64%greater efficiencies

in our processes

43%ability to contribute immediately

with no training period

39%freeing up human talent to

focus on more strategic work

61%There is too much hype

around AI and robotics.

68%68%






39%addresses talent scarcity

in certain fields

Top 3 concerns about smart technologies:

71%reduced human touch

in the work place

43%over-reliance

on automation

43%loss of skilled

workers


22


While some might feel threatened by the rapid advancement of technology, 65% of talent leaders in the IT and technology sectors believe AI and other smart technologies will open up new opportunities for their organizations.

• They also believe these tools will help workers to be more efficient, productive and innovative (64%).

• What will be the biggest benefits in employers’ views? Greater efficiencies and consistency in talent processes (51%), followed by the ability to automate workflows (44%).

IT &technology.


It will open up new

opportunities for

organizations like mine.

Organizations are much

slower to adopt these

technologies than expected.

52%creation/management

of HR analytics


search


of candidates



of candidates



64%Human workers will be

more efficient, productive

and innovative.



65%65%







23


As a regulated industry that has traditionally been slow to adopt new technology, the life sciences and healthcare sector is now undergoing tremendous changes as a result of innovation.

• That’s why 67% of human capital leaders in this business say developing a robust technology strategy has had the biggest impact on their business in the past year.

• Notably, 49% of employers want to automate the tracking of HR data and metrics along with the creation and management of HR analytics — both areas where machines can outperform people.

life sciences &healthcare.




advanced work.

Human workers will be


and innovative.

51%management of

new hire onboarding


search

49%searching for

passive candidates





of candidates




of candidates

67%74%







Explore the following pages for data and findings from human capital and C-suite leaders in each of the 17 countries surveyed in our Talent Trends research. Here you’ll learn about the prevailing attitudes and outlook s of these leaders on the impact that technology has and will have on their talent acquisition strategies and practices.

trendsby country.




25




It will open up new




advanced work.

67%greater efficiencies and

consistency in our processes

60%ability to automate

workflows





at the workplace

50%increased costs to invest

in infrastructure

73%It will help make the

recruitment process

more efficient.

44%loss of skilled

workers

75%77%Australia







26






advanced work.

It will open up new

opportunities for


45%searching for passive

candidates


of candidates


of candidates




37%matching candidates

against vacancies





53%57%Belgium



search






27






and innovative.



advanced work.

58%tracking HR data

and metrics




of HR analytics



of candidates






of candidates

78%82%Brazil



search






28




It will open up new


It will decrease personalization

of the candidate experience.




with no training required

52%freeing up human talent

to focus on more

strategic projects



in the workplace

60%loss of skilled

workers

64%Knowledge workers will


advanced work.

52%decreased competitive

advantage

66%74%Canada







29




It will open up new


It will open up new

opportunities for



search


of candidates


against vacancies


37%management of new

hire onboarding





and innovative.



88%88%


China






30




It will open up new

opportunities for


We are providing training for

workers who will be impacted

by adoption, so they can find

other roles internally.

61%management of

new hire onboarding

53%searching for

passive candidates

53%tracking HR data

and metrics





of candidates



and innovative.


against vacancies

66%66%France



search






31




It will enable our company to

source, attract and engage

the right talent.



advanced work.


of candidates









of candidates

46%My company is excited to

increase investments in smart

technology this year.

36%searching for

passive candidates

46%46%Germany







32




It will open up new

opportunities for





against vacancies


of HR analytics

70%tracking HR data

and metrics



of candidates



84%It will open up new




88%92%


India








33




It will open up new

opportunities for




and innovative.

57%searching for

passive candidates


of HR analytics

48%tracking HR data

and metrics









against vacancies

74%74%Italy



of candidates






34






and innovative.



advanced work.


of candidates


search


of candidates




38%management of

new hire onboarding





54%59%


Japan


38%tracking HR data

and metrics





35






and innovative.



advanced work.


of HR analytics


search


of candidates


49%tracking HR data

and metrics



64%My company will be able to

source, attract and engage

more of the right talent.

46%management of

new hire onboarding

68%70%Mexico









36






advanced work.

There is too much hype

around AI and robotics.


of HR analytics

61%tracking HR data

and metrics


of candidates

42%It will result in job


many workers.

42%42%Netherlands



25%searching for

passive candidates


against vacancies










37





and innovative.



57%We are providing training for

workers who will be impacted

by adoption, so they can find

other roles internally.

60%64%Poland




of candidates

57%searching for

passive candidates


against vacancies



search

24%searching for

passive candidates


of candidates










38Talent Trends QuarterlyTalent Trends Quarterly

Singapore What does smart technology mean for your organization?




advanced work.







58%freeing up human talent

to focus on more

strategic projects



in the workplace

60%loss of skilled

workers

84%My company is excited to

increase investments in smart

technology this year.

40%increased costs to invest

in infrastructure

86%88%






39




It will decrease the personalization

of the candidate experience and

negatively impact recruitment.

It will result in job


many workers.


search


of candidates



78%It will help make the

recruitment process

more efficient.

82%86%Sweden




search

12%tracking HR data

and metrics


of HR analytics







the U.K.




It will open up new

opportunities for




advanced work.

58%tracking HR data

and metrics


of HR analytics


of candidates









of candidates

76%78%





45%management of

new hire onboarding



the U.S.






advanced work.



and innovative.


search

56%searching for

passive candidates






28%tracking HR data

and metrics





74%82%






of HR analytics


Talent Trends methodology.The 2018 Talent Trends study is a survey of 800 C-suite and human capital leaders across 17 countries, conducted by a third party on behalf of Randstad Sourceright. Online surveys are conducted via external panels. Interviews are self-administered and can be taken on any device (including mobile phones, tablets, desktops and laptops).

Survey samples include leaders at international and regional organizations in Australia, Belgium, Brazil, Canada, China, France, Germany, Japan, India, Italy, Mexico, the Netherlands, Poland, Singapore, Sweden, the U.K. and the U.S.

about Randstad Sourceright.Randstad Sourceright is a global talent solutions leader, driving the talent acquisition and human capital management strategies for the world’s most successful employers. We empower these companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential.

As an operating company of Randstad N.V.— a €23.3 billion global provider of HR services — Randstad Sourceright’s subject matter expertsand thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and integrated talent solutions.

Read more at www.randstadsourceright.com.

© Randstad Sourceright. 2018human forward.


http://www.randstadsourceright.com

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