Top Recruitment Trends this 2019

by | Feb 6, 2019 | IT Recruitment

Finding the right individuals to fit in the organization is one of the biggest challenges that businesses need to face in today’s globalized economy. Every year, the human resources and recruitment field is evolving to take on the competitive global industry by trying to attract top talent in their respective organizations.

Employees today are becoming more selective in choosing the job offers they accept. This prompted a major paradigm shift in recruitment trends during the recent years.

Keeping up with the candidate-driven job market

A Recruiter Sentiment Study showed that the job market today is 90% candidate-driven. The research noted that “Good candidates have multiple offers and are in the driver’s seat.”

The candidate-driven market prompted a major shift in the recruitment paradigm. This means that companies no longer choose candidates. The job seeker selects the corporation they want to work for instead.

Recruiters and HR professionals have started to realize in the recent years that hiring the ideal employee in a candidate-driven market means that candidates are now more inclined to reject undesirable job offers.

To stay ahead of the curve, companies need to ensure that their firm is capable of attracting and retaining the most qualified candidates for their open positions. Doing so requires you to improve your recruitment strategy so that your organization will not be left behind.

2019 will bring about new recruitment trends that will help improve your company’s recruitment strategy.

Here are the top recruitments trends that will make an impact this year:

TREND 1: Employer branding will be a big help in promoting your organization.

Enhancing your organization’s branding and reputation will not only add value to your customers but also to your potential employees. A company with a strong and solid reputation will attract top talent.

A research by LinkedIn, a social networking site for the business community, showed that 75% of job seekers consider an employer’s brand before applying for a job. Having an attractive employer brand will have a significant impact on a job seeker’s decision to engage with your business. You can expect job candidates to do the necessary due diligence that they are capable of. They will research your company and ask about what it’s like to work for your organization.

TREND 2: Enhancing a candidate’s user experience in the application process will create a positive perception for the organization.

Good word-of-mouth can only take your organization so far. Firsthand experience will always leave a lasting impression. This is why it is essential to cultivate a good candidate user experience for your applicants.

Make the application process as seamless and convenient as possible. An applicant’s perception of the company’s recruitment strategy (from the interviews to the hiring process) will make them more inclined to accept the job offer if it meets their standards.

Not only that, candidates who were impressed with the recruitment process but didn’t get the job the first time around may opt to reapply again in the future. Their positive experience may also prompt them to refer other applicants to your company.

TREND 3: Improving your organization’s candidate relationship management will help attract current and future candidates.

Parallel to your company’s customer relationship management, organizations also need to cultivate their candidate relationship management. Building and improving relationships with potential job seekers is an essential arsenal in a recruiter’s toolbox.

Applicants will be more agreeable to choose your company if they have built a good rapport with their recruiter or HR personnel. The shift towards a candidate-driven market has prompted recruiters to up the ante when it comes to candidate relationship management. This trend is not expected to go away anytime soon.

TREND 4: Employee referrals will still be an effective way of hiring new talent.

While there are a lot of new ways of sourcing candidates these days, you may find that employee referral is a tried and tested recruitment strategy that still comes in handy nowadays. The Undercover Recruiter, a recruiting and talent acquisition blog, created an infographic that illustrated how employee referrals have the highest applicant to hire conversion rates.

Since your own employees have their own network of potential candidates, you can tap into their personal network by creating an employee referral program that can benefit both the employee and your organization.

TREND 5: Social media recruiting will build a proactive relationship with potential job candidates.

An organization that is active online can tap into potential candidates who are active social media users like Gen Z. This generation grew up on the cusp of the online world and they are starting to enter the workforce this 2019. They go on social media to shop, write reviews, ask recommendations, and even look for jobs.

However, using social media to tap into the Generation Z workforce as potential candidates go beyond posting job vacancies on social networks. It also means that your company needs to nurture a proactive online relationship among potential candidates by regularly sharing posts about your brand. Showing a glimpse of what’s it to work for your company on social media will further encourage them to apply for your vacancies.

TREND 6: Inbound recruitment marketing strategy will help attract potential candidates to make them choose your firm as their next employer.

In a candidate-driven market, reaching out to potential candidates regarding your company’s open position is not the only way to entice them to work for you. Rather, you have to remain as their top-of-mind choice when they think of their next employment opportunity.

This is what an inbound marketing strategy does to your brand. The goal of this strategy is to effectively and efficiently attract, engage, and convert top candidates into choosing your company over your competitors. In order to make applicants choose you as their next employer, potential candidates must look up to your company as “the greener pasture” they can aspire for. In return, the organization must also live up to their expectations once they go onboard.

TREND 7: Data-driven recruitment tools will streamline the application process.

Nowadays, there are modern data-driven recruitment tools that will help recruiters streamline the process of finding the best candidates suited to your company’s vacant positions. Data analytics from these tools can even help your organization improve your entire talent acquisition process.

Through the evaluation of various candidate performance metrics for your hiring team, results from this analytics will help recruiters find the appropriate candidate to fill your vacant positions. These recruitment tools will also thoroughly sift through your company’s stack of applicant resumes by identifying candidates with top-notch credentials.

TREND 8: Chatbots and AI interviewers will improve candidate engagement.

The role of AI in recruiting is expected to be on the rise this 2019. A global survey showed that 63% or nearly two-thirds of talent acquisition respondents say that AI has changed the way recruitment is done. Additionally, 69% of those respondents also noted that using AI as a recruitment tool helps in getting higher-quality candidates.

Some offshore RPO firms, such as Sysgen RPO, are using AI tools like Roborecruiter to help improve a firm’s candidate engagement. Roborecruiter is one of the biggest chatbot platforms in the recruitment industry that has certified easy-to-use-and-learn conversational technologies. With Roborecruiter’s instantaneous response, employers can stay in touch with potential candidates through automation. It also works perfectly well on whatever device that your applicants are using.

With technology, remote work has become a popular option today instead of the traditional office space. Here is a 9-step recruitment process documentation from our friends over at TimeDoctor to help you hire the best talent from anywhere in the world.

TREND 9: AI-powered recruitment automation tools will help lead to a more effective candidate sourcing.

The use of AI-powered recruitment tools can help improve the quality of potential candidates in your company’s pipeline. AI tools that use video and voice components, including biometrics analysis, will help assess the quality and authenticity of the applicant’s responses. It can also provide an in-depth analysis of whether or not a potential candidate can be a good fit for your company.

AI-powered recruitment tools can also be used for talent rediscovery purposes. AI platforms can help reconnect with people who have shown past interest with your company and its open positions. It can screen resumes of individuals whose credentials are ideal for other vacancies in your company. It can even automatically send emails to qualified candidates.

TREND 10: The recent EU legislation regarding the General Data Protection Regulation (GDPR) will change this year’s recruitment operations.

The General Data Protection Regulation (GDPR) aims to unify data regulations within the EU. Compliance issues across all platforms, products, and services are being dealt with across Europe. The GDPR gives the applicants more control over their personal information.

Since recruiters and HR personnel have a myriad of candidate data and personal information that they store and process, they also need to ensure that their recruitment strategies are compliant with the GDPR. It can be expected that there will be more companies that will outsource the recruitment requirements to expert RPO firms. These firms should not only compliant with the GDPR but they also need to be knowledgeable about its impact regarding candidate sourcing.

2019 will definitely be an exciting year for recruitment

Sysgen RPO anticipates that new technologies will drive the recruitment process this year. From the advancements in AI to the increased reliance on data analytics, the recruitment field is predicted to be more tech-driven this 2019. Sysgen RPO is here to ensure that your company remains up-to-date with the latest recruitment trends as we help you find the best candidates for open positions in your company.



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Why Employee Referrals are the Best Source of Hire. (2012). Undercover Recruiter. Retrieved

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Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.