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2017 was an exciting year for talent acquisition. We prepared for Generation Z. Leaders realized how critical it is to recruit

female talent. Organizations focused on offering attractive benefits that supported employee development and even infertility.

With all that progress, it'd be a shame to take two steps back in 2018. Dive into the new trends before it's too late.

This is what you need to concentrate on when hiring in 2018:

If we learned anything in 2017, it's that corporate stability is elusive. One week your company is leading the industry, the next the CEO is facing a series of scandals. If your workforce can't thrive in changing conditions, they won't achieve long-term success.

Andreas Pettersson is the chief product officer of the video cloud security company Arcus. The company is currently in the middle of a big hiring push, and they're approaching talent acquisition in a new way.

Pettersson pointed out that in the past, organizations looked for employees who adhered to a rigid plan. That is no longer the case.

"For today's most agile teams, a set plan is no longer a feasible or successful strategy for product development," he said. "In 2018, rather than technical skills defining the gold standard recruit, ideal candidates will fit seamlessly into the team, thrive in an empowered environment, and focus on solving the problem at hand."

This will be true for all industries, not just tech. Assemble a team that can keep up with the changing business environment. Look for candidates who have a wide range of experiences.

Check out LinkedIn and reach out to candidates who have successfully transitioned from one industry to another. This is one sign that they are adaptable.

We've been talking about artificial intelligence for years. But we're just starting to see useful applications when it comes to hiring. Newer software saves hiring managers countless hours by pre-screening candidates.

Brian Christman is the vice president of people at the digital freight marketplace Transfix. He also has over a decade of experience helping companies like Etsy and SiriusXM scale.

"By leveraging big data and machine learning, recruiters are able to cast wider nets," said Christman. "They become more efficient in building high-quality pipelines, and ultimately can better predict the skills and attributes of prospective candidates that will have the highest probability of success."

Find an AI tool that will grow with your company. For example, Mosaictrack uses technology similar to IB's Watson to read through resumes like a human. Over time, it becomes more attuned to the skills and cultural factors you need. This leaves hiring managers more time to develop relationships with top talent.

Blockchain technology is another tool that will be gaining momentum this year. It was developed for exchanging bitcoin, but now there are wider applications.

Blockchain allows for a faster interaction with information by two or more parties. Everyone has the most up-to-date information, no matter how many people are using it.

Imagine how that could simplify team hiring. Instead of scrolling through an endless chain of messages to see what each person thought of a candidate, use blockchain technology. This will assure that each individual can easily add their own opinions and see those of everyone else.

Finally, chatbots are beginning to make a big impact. The technology saves hiring managers from wasting time on candidates who are a bad fit.

Put a chatbot on your company career page. Then potential candidates can interact with it and ask questions. Bringing things full circle, the chatbot can then deliver that communication to AI software. If there are signs that this is a strong candidate, you can make direct contact with them.

Google for Jobs, which debuted in 2017, will impact how organizations craft job listings in the coming year.

"Now recruiters have to think about how they are marketing their openings, which keywords you use, the schema behind how you set it up and ultimately what specific personas they want to attract," said Teri Calderon, executive vice president of human resources at technician staffing firm Field Nation.

Chances are your hiring team has no idea how to optimize a job posting so it will appear on the first page of Google. Offer training that explains to them why this is important. Provide a list of researched keywords that your ideal candidates will be searching for. This will ensure that the best talent applies with your company first.

Google is currently testing driverless cars in Arizona. The two of us had lunch one afternoon in Scottsdale and watched the noticeable cars (with their rooftop honing devices) pass by our restaurant. As the car passed we heard a gentleman at a nearby table say, “Not a chance I’d get in that car.”

As unnerving as driverless cars may seem, change can be hard for many people to accept. We often fear the worst — that music videos would be the end of radio, and tablets would eliminate traditional books. Just consider how many people find it concerning every time Apple changes its charging cord on the iPhone. Yes, it’s concerning. But, we adapt…because we have to.

Change, in all areas of life, can be daunting, and especially at work where our natural tendency is to find a groove that works for us. Still, the resistance to change can be dangerous — as the way we work, the when we work, and the things we work on are consistently in a state of flux.

Being able to communicate effectively, I believe, is one of the best life skills you can develop. Think about it, colleagues who can masterfully communicate their thoughts, feelings, ideas, concerns and wishes are better equipped to manage or avoid conflict, negotiate win-win scenarios, and increase their ability to collaborate at a high level.

Yet effective communication isn't just about talking; it is also the ability to listen and understand the other side of the fence, to "read" and interpret body language, and to know how to approach another person so you can get your points across in a respectful manner.

In today’s world, organizations that fail to adjust their learning management practices and solutions often struggle with organizational growth or productivity. As a result, leading companies are abandoning traditional methods of learning in favor of more effective solutions—often involving technology innovation—that engage talent and improve performance. This report highlights key trends affecting the future of enterprise learning and recommendations for selecting the right provider.

Key Findings

The vast majority of humans throughout history worked because they had to. Many found comfort, value, and meaning in their efforts, but some defined work as a necessity to be avoided if possible. For centuries, elites in societies from Europe to Asia aspired to absolution from gainful employment. Aristotle defined a “man in freedom” as the pinnacle of human existence, an individual freed of any concern for the necessities of life and with nearly complete personal agency. (Tellingly, he did not define wealthy merchants as free to the extent that their minds were pre-occupied with acquisition.)

The promise of AI and automation raises new questions about the role of work in our lives. Most of us will remain focused for decades to come on activities of physical or financial production, but as technology provides services and goods at ever-lower cost, human beings will be compelled to discover new roles — roles that aren’t necessarily tied to how we conceive of work today.

People often complain that their job is killing them, or that they’re working themselves to death, but new research suggests there may be more truth to those clichés than we realize.

A recent study conducted by Indiana University's Kelley School of Business found that those who work in high-stress jobs with little control are more likely to die sooner than those who have more control over and balance in their work.

The study, which has been accepted for publication in the Journal of Personnel Psychology, followed up with Wisconsin residents who had participated in a longitudinal study of 10,000 people that graduated from Wisconsin high schools in 1957. Participants were interviewed on their education, occupation, and emotional experiences at various intervals throughout their lives.

Creativity is undoubtedly an asset in the workplace, not only just for individuals but also for organizations. It's positively correlated with job performance, leadership potential, career satisfaction, and well-being. In fact, creative people, on average, have even been found to get a leg up in the dating pool.

Still, no human quality is universally beneficial, and even a trait as appealing as creativity can have its downsides, particularly in certain work contexts. Here are a few reasons why being lesscreative at work might sometimes be a smart move.