In the Forbes article “2018 HR Trends to Keep on Your Radar,” Josh Millet describes the impact of the growth of technology on the place of work and more particularly its impact on human resources. Millet explains that in 2018 a big internal change will happen and the focus will be on technology, how it can be used to find people, connect them, engage them and even replace them. Technology has primarily been used as a tool to assist in everyday tasks, but as we enter 2018, it will become a “way of life” in the workplace. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Millet outlines the five biggest trends we can expect to see in HR over the next year. There are passive candidates, a remote workforce, blind recruiting, gamification, and future-proof employees. The article goes on to explain each of these elements in more depth, the first being passive candidates. Finding passive candidates has always been part of the recruiting process. This has become even more important these days through the use of social media. Social media has made connecting with candidates even easier. Talent pools can now be identified by searching hashtags, subforms, or other online communication methods. Engaging with these candidates allows recruiters to get an idea of ​​what candidates are looking for in their career. Millet also explains the trend of working almost everywhere: “over the last two decades, the volume of employees who worked at least partially through teleworking has quadrupled and now stands at 37%. From a company perspective, this opens up the candidate pool. When companies offer remote work capabilities, it allows them to better retain current employees and improve their job satisfaction through a better work-life balance. Blind hiring helps companies reduce accusations and allegations of bias within the workforce. By making the hiring process blind, they remove any information on a resume that might reveal demographic information. There is recruitment software designed to automate the selection and anonymize candidates. This helps create a more diverse, merit-based workforce. Gamification is the idea of ​​turning engagement into a competitive gaming format that works for many purposes such as marketing, teaching or hiring. Gamification can be used as a candidate selection tool and turn tests such as skills and cognitive abilities into a fun engagement. They are able to do this through technologies such as smartphone apps and other algorithms. The results benefit hiring managers because they have plenty of data that helps predict candidate strengths and weaknesses and allows candidates to have fun while trying to impress potential employers. Millet also highlights how positions in manufacturing and manual labor are disappearing due to the changing situation. technology, “artificial intelligence replaces repeatable tasks while predictive analytics replaces certain levels of management and decision-making.” In the coming year, it is the duty of businesses to examine their human resources and determine..