For many companies, recruiting and hiring can be a challenge. It takes a lot of time, energy and resources to create job descriptions, sort through applications, set up interviews and ultimately choose the best and most qualified person for the job. This is especially difficult in the current job market, where unemployment is low and candidates can have their pick of positions and employers.

By staying on top of current trends and technologies, you can better prepare your organization to meet its hiring needs in 2018 and beyond. Nine members of Forbes Coaches Council shared their insights on what's ahead for recruiting and job searching.

Members discuss key trends in hiring.ALL PHOTOS COURTESY OF FORBES COUNCILS MEMBERS.

1. Virtual reality simulations will help assess candidate skills.

Virtual reality will enter the hiring process from both sides. Instead of answering a typical situational interview question, imagine being put in a VR simulation to see and assess your actual responses. While video is starting to be used by individuals to showcase their brand, those who can provide a VR experience to truly showcase their abilities will shine further. - Larry Boyer, Success Rockets LLC

2. The paper resume will finally die out.

The continuous advancements in technology coupled with the need to go green will eliminate the paper resume in the application process oftomorrow. LinkedIn and video resumes are the new marketing documents that will demonstrate a candidate's understanding of the trends in the industry. There will also remain the need for keywords listed on LinkedIn profiles and stated in all marketing materials. - Arlene Donovan, Turning Point Coaching LLC

3. Candidates will need to show their personalities through stories.

The structure of resumes strip hiring managers of the ability to sense a candidate's personality. While skills, results and experience are important, finding a fit leads to satisfaction for both employers and employees. Both AI-driven systems and humans today are adept at sensing personality through stories, whether they be in video, embedded media or words on LinkedIn. - Joanne Markow, GreenMason

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4. The gig economy will continue to redefine the worker/employer relationship.

Uber and similar companies have moved some employers to reexamine the traditional employee/employer relationship. Many organizations, including some well respected consulting firms, now staff their organization with "gig" employees. This is different from "temp" employees hired through an agency. Like Uber, companies hire independent contractors to do work instead of full-time employees. The gig economy is here. - Eddie Turner, Eddie Turner LLC

5. Google will play a major role in recruiting and job searching.

Google will have a major impact on recruitment and job search. As Google Hire rolls out more fully, thousands of small employers will use it to distribute jobs and as an ATS. Google will use AI to match candidates with opportunities. Google's use of base salary information in the job posting as an element for placement in Google for Jobs search results will level the compensation playing field. - Susan P. Joyce, Job-Hunt.org

6. It will get harder to find qualified, skilled candidates.

Companies will likely need to work even harder to locate qualified candidates for skilled positions. Because certain abilities are in high demand and unemployment remains low, applicants who initially apply may not have all the needed skills. Companies can respond with new, aggressive recruitment strategies or by creating internal training programs to teach employee skills within their own walls. - Rick Gibbs, Insperity

7. Job seekers will use AI platforms for a high-impact job search.

Savvy job seekers will embrace AI platforms that drive efficiency and advantage in job searches, resume development and video interviewing. These job seekers will embrace AI platforms that use machine learning, Neuro-linguistic programming (NLP), bots and apps, which will enable them to master engagement with the candidate ranking, resume scanning, biometric and psychographic systems used by employers for candidate selection. - Dr. Terri Horton MBA, MA, SHRM-CP, PHR, HCS, SWP, TLT Consulting: Brand & Workforce Strategy

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8. Video submissions will be the first-line candidate filter.

As companies continue to purchase and develop software to handle more technical needs, human-facing positions and skills will become more important. More companies will require a video submission with applications to quickly gauge the soft skills of a candidate, and it will become one of the initial filters for hiring. - Scott Swedberg, The Job Sauce

9. Candidates will use the internet as an integrated self-marketing platform.

The internet will remain the most important resource -- but not just to search for a job orupload a resume. It’s a holistic medium to present yourself as the ideal candidate. Use it as your own integrated branding platform by leveraging all its tools: social media, digital portfolios and even your own personal website. This approach will be crucial as recruiters will be assessing you in the same way. - Loren Margolis, Training & Leadership Success LLC

Forbes Coaches Council is an invitation-only, fee-based organization comprised of leading business coaches and career coaches. Members are hand-selected by the Council’s selection committee. Find out if you qualify at forbescoachescouncil.com/qualify.

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