Artificial Intelligence Trends for 2018

April 15, 2018

There are a lot of predictions circulating about AI in 2018, here are just some.


1. Data Scientists will be in high demand


IBM has predicted that (in the US) demand for data scientists will likely increase to 2.7 million by 2020. This is because ‘probability’ plays a large role in machine learning AI as it helps to determine the correct answer or decision for any particular problem. When more data is available to machine learning platforms, such platforms will be able to make better, more probable predictions. Organisations will continue to collect and analyse data, and companies of all sizes will want to get in on this action. Unavoidably, there will be a higher need for data scientists who are able to handle large datasets to aid AI platforms.


In fact, machine learning and data-driven machines will be a huge trend altogether (it kind of is already). As companies realise the productivity such tools provide, AI strategies are being created within organisations so that they can optimize the flow of data and allow employees to worry about other aspects of their roles instead of focusing on things AI can already take care of on a larger scale. 


2. More people will adapt to talking with tech


There is no guarantee that you will become completely accustomed to communicating with a little speaker that houses an AI persona such as Alexa or Siri. However, there are chances that this kind of technology will improve which in turn will make us feel more comfortable to interact with it on a more frequent basis (if not all the time).


Siri and other similar forms of AI are being continually worked on and trained to become more conversational in terms of emotional sensitivity so that the systems are easier to talk to. There are also signs of a translational technology that will help communication between different languages. It’s likely that voice-based interfaces will be integrated into more than phones and home systems (like Google Home) but into computers and televisions too which will definitely make it easier to access information.

3. More human-like interaction from AI to customers


It’s projected that roughly 85% of customer interactions will be through the use of AI by 2020. Particularly, chatbots. For most large organisations, average human employees may find it difficult to keep up to speed with the constant and round-the-clock consumer demands. Especially when there is technology that is speeding up and surpassing our level of ability to communicate with these customers on a large scale. AI chatbots and other virtual assistants can make this easier within a company by helping with consumer requests as well as day-to-day workflow (such as appointments or automated emails and posts). As mentioned in the above point, talking-tech is getting continuous training to become emotionally sensitive, the same will be implemented with chatbots so that they are, at times, unable to be identified as a bot and can easily handle customer enquiries.


4. There will be a continuation of political and ethical discussion around AI



Since the beginning of AI, there has been a focus on making sure the potential problems of AI are addressed. However, the conversation about ethics, privacy and responsibility are still happening and it doesn’t seem like these conversations will ever quite dissipate. But these conversations are necessary and important. Ben Lorica, Chief Data Scientist at O’Reilly Media says that ‘fairness, transparency and explainability are essential for most commercial AI systems’. If people don’t understand the systems to a certain degree, they will not be open to using them. If AI is something people are afraid of, they will be resistant to integrating it into society or businesses. Therefore, the more we know, explore and discuss the potential problems and resolutions, the more AI will easily be integrated into the world. If this prediction is right, and the conversation keeps up, it is inevitable that AI will find a comfortable place within most first world cultures.



By Mimi Petrakis May 20, 2026
In 2026, the conversation around IT recruitment in Australia is shifting. While hiring demand remains strong across areas like cybersecurity, cloud, and digital infrastructure, the real challenge facing organisations is no longer just attracting talent — it’s building a sustainable workforce that can grow and adapt over time. For years, businesses have focused on filling immediate skill gaps. But with ongoing shortages in critical tech roles, organisations are now recognising that retention is just as important as recruitment. High turnover not only impacts delivery timelines but also drives up costs and erodes institutional knowledge. Employers who prioritise employee experience, career development, and flexible work are seeing stronger retention outcomes and gaining a competitive edge in a tight market. Workforce sustainability is quickly becoming a key business priority. This means moving beyond reactive hiring and thinking more strategically about how teams are structured, supported, and developed. Leading organisations are: Adopting hybrid workforce models (contract + permanent) Investing in upskilling and internal capability development Shifting toward skills-based hiring rather than rigid role definit ions Building pipelines of talent rather than hiring only when gaps appear This approach not only reduces hiring pressure but also creates more resilient, future-ready teams. Relying solely on reactive recruitment is becoming increasingly risky. With demand for specialist skills remaining high, waiting until a role becomes critical can lead to long hiring timelines and missed business opportunities. Instead, organisations are taking a more proactive approach, planning workforce needs and partnering with recruitment specialists who understand the market. In today’s environment, successful businesses are those that treat talent as a long-term investment, not a short-term fix. This means aligning hiring strategies with broader business goals and ensuring the right balance between immediate delivery and future capability. At Peoplebank , we work with organisations to go beyond traditional recruitment, helping build sustainable workforce strategies that combine access to high-quality talent with long-term planning. Ready to strengthen your team? Use our one-step Submit a Role form today and let our specialists connect you with the right talent to support your business now and into the future.
By Mimi Petrakis May 5, 2026
In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !
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