28. Feb 2020

A Glimpse at What Recruitment May Look Like in 2030

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Technology evolves quickly. Exponentially quickly. The smartphones we use today are drastically more powerful than the PCs we used just years ago. Just look at how rapidly the technological world has transformed between 2010 and 2020 and we can only begin to imagine how much more it will evolve in the years to come. To fully get a grasp of how dramatic and momentous this change is, let’s frame it in a monetary perspective: in 2009 the price of one Bitcoin was less than $0.001. Today it’s around $9000. Talk about mind-boggling rapid growth.

The staffing and recruitment industry is certainly not immune to technological evolution either. Perhaps now, more than ever, we’re feeling its effects. And now, more than ever, we’re forced to re-evaluate our operations, our methods, our protocols.

So let us engage in a little thought experiment here. Let’s imagine how our recruitment industry might function in just a few years time. Imagine, the year is 2030…

AI Everything

Humans have taken the backseat and AI is now in charge. With AI candidate selection software firmly entrenched in the industry, we have adapted to AI chatbots. They work with candidates, fielding their concerns, answering their questions and evaluating their profiles. They are even performing preliminary interviews, engaging candidates and scoring them, with unprecedented AI technologies based on neuro-linguistic programming, cognitive-behavioral science and machine learning. Firms are now conducting hundreds, even thousands of interviews simultaneously. The truly is on. 

These chatbots are also mediating disputes, acting as counselors, even guiding candidates to jobs that its deemed best for them based on a precise quantitative analysis of their character, skills and psychological aptitude. 

Decentralization is the Word

With the block chain now dominating every aspect of society and our lives, things have become a whole lot more decentralised – and efficient. No longer are we with fussing about with SWIFT codes and IBAN numbers and deposits and transfers – payments are made instantly and seamlessly (by AI payment processing bots) using one of several globally accepted cryptocurrencies directly into our workers’ personal digital wallets.

Moreover, we have adapted this decentralised block chain technology way beyond mere salary payments. We are using it to coordinate logistics, keep records, track candidates and maintain regulatory compliance. We are using it to coordinate with our clients, candidates and co-operating firms worldwide, in real time, with maximum efficiency and accuracy.

We no longer have to worry about compromises to our centralised databases, or failures thereof. We are now completely safeguarded against scheduling errors and the prospect of losing time trying procuring candidates who are currently unavailable.

Things are moving much more accurately and much more quickly.

Say Goodbye to Physical Offices

The blockchain has removed our need for centralized record keeping and databases. Therefore, now staffing and recruitments have removed the need for offices and phone banks. All our recruitment is done instantly via apps. Perhaps our clients uses the app to inform us of a staffing need. That app then, using AI technology, determines the most qualified candidates and in the closest vicinity and sends out an alert. Those candidates, receiving the alert on their app then can confirm or decline. All of this happens within mere seconds. The blockchain records their activity and immediately upon completion rewards them with their proper payment – directly sent to the wallet on their phone.

Will it really be this impersonal?

Take this as a brief – and perhaps extreme – glimpse of what the recruitment world may look like in a decade. While it is inevitable that our ways of conducting business will become increasingly decentralised and streamlined, only the most ardent of pessimists would conclude that we humans will be completely eliminated from the equation. While AI chat bots will probably, conduct pre-interviews, in the end, there are some things only humans will be able to judge – pop cultural references, clothing style, jokes, mannerism, etc. Moreover, these will begin to take on a greater importance in the final interview stages. However, we will probably also be forced to discover to new, unexplored areas of recruitment and human resources that demand human involvement. Suffice to say, humans will still be of vital importance – we will just need to figure out the best ways we factor in to this brave new equation.