6 Extraordinary Recruitment Technology Trends Shaping Talent Acquisition
According to the State of Talent Acquisition 2019 annual report , one of the most significant problems organizations confront is talent acquisition.
With technological advancements sweeping the employment market and a greater emphasis on skill evaluation, identifying high-potential talent before the competition has become a marathon.
Additionally, as the recruiting process evolves from newspaper ads to social recruiting, emerging technologies like automated recruitment and machine learning are the next industrial revolution. Organizations have begun to move away from manual and remote hiring methods and toward technology-driven processes.
Here are three ways that technology is improving the talent environment.
Three Ways How Technology Is Changing the Talent Landscape for the Better
1. Employer Brand Values Can Be Boosted by Technology
Building a strong employer brand should focus on every employer and all HR Professionals in 2022 and beyond to recruit and retain top-quality personnel.
With more companies attempting to improve workplaces and investing more in employee engagement , your brand must generate favorable buzz in the marketplace.
According to a recent LinkedIn report , 75% of prospects consider employee branding before joining a company. A favorable employee brand can help you attract top people, retain them, and automate the closing of multiple requisitions.
How can technology help in this situation?
Modern tools, software, and solutions can make a significant difference.
Whether through a clever career site, an excellent social media footprint, a candidate relationship management (CRM) system, or applicant tracking systems (ATS), technology may help businesses achieve a more polished branding strategy – and all the perks that come with it.
2. Technology Can Help Passive and Active Candidates Have a Better Experience
Millennials, according to Gallup , want more input and regular feedback to be acquired or retained as experience matters a lot, and having the required technology in place seals the deal.
When candidates have several career options, you must give them a compelling incentive to join your company, which should be something other than a significant income. Providing a positive applicant experience is sufficient.
Sourcing, screening and selection, and onboarding are the three stages of the recruitment process. You aim to make each process as fluid and painless as possible so the candidate feels that the company is well-organized and a great environment to work in.
If there are blockages in the candidate screening process or any other stages, or if candidates receive the impression that your recruitment process is going awry, they may look for a better fit elsewhere.
Thanks to recruitment technology for HR managers to deliver a positive candidate experience, several alternatives are available to you.
3. Technology Can Improve the Quality of the Talent Pool
According to Dr. John Sullivan, an HR thought leader, it varies by organization and role, but each corporate job description receives an average of 250 resumes .
Consider that among the 249 individuals who did not cut, several may possess the necessary skills and qualifications for another position inside the organization.
Adding on, previously, businesses lacked systematic evaluation and recruitment methods. They mostly used newspaper ads, walk-ins, unstructured face-to-face interviews, and even pen-and-paper tests to fill job openings. They eventually learned, however, that these strategies had limitations.
Traditional recruitment approaches were time-consuming, complicated, and biased.
They could not assess candidates’ soft skills or comprehend their flaws since HR lacked reliable data or a framework to base their screening inquiries. This resulted in a rise in candidate dropout and early attrition, putting employers in a bind.
As a result of this unstructured procedure, online exams have emerged to assist in shortlisting people who are suited for a job vacancy based on their talents.
These pre-employment assessments indicate a new hire’s on-the-job success and retention. Companies are rapidly making their talent acquisition process more practical, time-saving, and exciting to attract skilled individuals, with top talent typically available on the market for ten days on average.
According to a survey, 53% of companies employ competency-based interviews, and 40% of companies use video interviews to get top talent.
Newer recruitment approaches boost not only candidate involvement but also improve hire quality. The use of assessments climbed by 132% in the IT/ES business in 2017, while it increased by 217% in the Banking Finance Services and Insurance (BFSI) industry.
The use of technology in the employment process demonstrates the usefulness of new-age tactics. The tools collect candidate feedback and consolidate responses into a final report highlighting the strengths, negatives, and places for development.
The data-backed outcomes increase the employer brand’s value, improve applicant experience, improve talent pool quality, and seamlessly facilitate bulk and specialty hiring.
Additional Strategies to Unlock Recruitment Success With Technology Innovations
Companies can adopt the following strategies to improve their chances of success during a change:
1. Rethink Your Work Environment
According to McKinsey studies , recruitment success requires digitally knowledgeable leaders and a workforce capable of implementing digital transformation initiatives.
Digitization, automation, and other emerging technological advances will have huge workforce ramifications, and businesses will need to invest in and hire radically different skills and talents.
Whether or not a company has begun a digital transformation, all businesses must examine how state-of-the-art technology will affect their businesses in the medium and long term and the skills they will need to stay current.
Organizations must build clear workforce strategies to determine the advanced technical skills and competencies they presently have—and will need —to achieve their long-term objectives.
2. Upgrade the “Hard Wiring” of the Company
You must enable employees to work differently and keep up with the faster speed of business since technological advancements require new ways of working and changes to the organization’s general culture.
Installation of AI tools and process enhancements, as well as the construction of a more flexible operating model, that is, the organization’s hardwiring, will enable these advances. HR leaders, too, have a crucial role in letting go of old habits (command-and-control supervision, for example).
Since all leaders will have the requisite experience to support or implement such changes, specific leadership-development programs may be able to assist both leaders and employees in making the necessary mental and behavioral modifications.
3. Change Your Communication Methods
According to a poll conducted, 34% of candidates prefer greater communication from firms during the employment process. Candidates want to understand how they’re doing and if you’re still interested in them. When people don’t know where they stand with a potential employer, especially when their livelihoods are on the line, it irritates them.
You can provide automatic updates to job seekers throughout the process using an application monitoring system. These additional touchpoints show candidates that your business appreciates their time, whether you’re merely telling them when they can wish to receive back or offering them more extensive instructions.
To support the new, faster ways of working and the faster mindset and behavior changes that a technological transformation requires, firms must get more creative with the channels they use in a digital setting.
Moving away from traditional one-way communication channels (such as company-wide emails) and toward more interactive platforms (such as internal social media) that promote open dialogue across the firm is one of the recruitment technology trends.
Developing more concise and tailored messages for people in the organization, rather than long conversations, is another key to effective communication.
Recruiters must prioritize automation to attract the best people in today’s environment and shorten time-to-hire, giving them more time to build and maintain candidate relationships.
Contact Recruiter.com today to learn more about how artificial intelligence (AI) and other technological advancements can help you lower your HR management costs, build reliable talent management pipelines for your hiring process, speed up your efforts, and optimize your recruitment process.
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