We’ve kept a close eye on this year’s rising stars in the industry to bring you the recruitment trends that’ll shape how we recruit for the next year. However, do remember that these predictions can change and there will more than likely be some surprises along the way. So you heard it here first, these are the top five recruitment trends for 2019 that you need to know about

Job speed dating mobile apps

Just like the dating world and meeting new people, we have turned to mobile apps to bring us closer. With the success of dating apps like Tinder and Bumble, it’s no surprise that recruitment platforms have joined in. Job speed dating apps such as Jobr and Shapr lets candidates connect their professional profiles to the mobile network.

Candidates can then swipe through jobs a lot quicker than the traditional searching slog through multiple platforms. We can see this way of recruiting growing as it will improve that instant connection and initial communication with recruiters and candidates. Recruiters and companies will need to make sure their content and job descriptions are mobile friendly. It’ll be interesting to watch this trend develop, to see if it becomes the norm for future job searches.


Artificial Intelligence

From our predictions last year, we have seen the industry begin to really embrace technology, from being more aware of analytics to introducing AI capabilities. In 2019, the use of AI could grow significantly as more and more candidates are interviewing for positions via video call. The increase in the use of Skype and Google Chat will open up possibilities for AI development. Automated plugins can be integrated into video call platforms to monitor how the interview is going. AI Software such as HireVue and Knockri can assess the nervousness of the candidate from their body language. It can also pick up the conviction in the candidates’ voice to see if they stutter on questions, which can help the assessors tell if they’re being truthful in their answers.

Some companies are even using AI to conduct interviews. Soft drink giant, PepsiCo use automated video messages and phone calls to reduce time and responsibilities for employees. Candidates are expected to interact the same way as they would with a human. The systems would use voice recognition to give enough time to answer the questions given. Whether or not this method is effective is yet to be decided, but it does show the capabilities of the new technology and how it can tackling bias within all industries.


Gamification and VR

One of the most exciting developments is the use of gamification and virtual reality (VR) in recruitment and onboarding. Following on from our 2018 predictions, companies are using interactive games during interviews to help create a better picture of how a candidate will react under certain pressures. This is more practical and in some ways the more honest approach to a personality test. But, because of investments from international companies such as Facebook, Microsoft and Sony, the technology is becoming more accessible. Gamification with VR technology can be used during onboarding as an immersive training experience. We can see this growing into all industries to give a practical approach to health and safety training. Even the global fast-food chain, KFC, has used VR to welcome onboarding trainees into their company with an interactive game to participate it. With endless possibilities, it’s an exciting time for gamification in recruitment.



We predict that more and more candidates will interview for positions via video calls. Using online systems such as Skype or Google Hangout can be an effective way to conduct interviews for both the candidate and the recruiter. This is because it can widen the search as candidates from miles away can interview for a position without leaving their home.

The use of video CVs has become increasingly popular and we can see it growing into a preferred method for recruiting. This is because it’s a lot more efficient for recruiters to ask candidates to record their answers to pre-interview questions. Screening candidates’ CVs along with video content can help recruiters formulate a decision on whether the employee would be right for the job role. This is because you’re able to get an indication of the person’s personality. Not everyone will find it easy to talk into a camera, which means candidates may not come across as natural as hoped. But, video used alongside AI technology can have substantial benefits.


Recruitment marketing

Creating a good first impression from the very beginning is always important, but with the growth in technology, applying recruitment marketing will be vital. From improving your company’s search profile to increasing interactions online and on social media. Your marketing strategy needs to focus on getting organic searches and job applications from the right sort of candidates.

Promote and engage in the right online communities on different types of social media to help effectively focus your sourcing efforts. Improve your career page on your website and increase your employer identity. 2019 is the year for celebrating your businesses’ successes, culture and values. This goes hand-in-hand with forming a positive candidate experience. Doing this from the beginning will mean you’re recruitment marketing strategy will help battle bias. We’ve covered how you can achieve a positive candidate experience on our blog, check it out here.