Recruiters, HR professionals, and business owners often spend an enormous amount of time writing and posting job descriptions, evaluating resumes, and conducting interviews. Advancements in recruitment technology can reduce the time professionals spend on these tasks while improving outcomes.
Although technology will never replace a recruiter, the following are six ways technology is revolutionizing the recruitment process.
1. Access More Candidates
Here are three ways technology can help locate potential candidates:
- AI Sourcing Solutions: AI sourcing can help recruiters quickly locate a more diverse pool of candidates. Sourcing tools scour the internet using keywords, skills, and job titles to find the best individuals for specific positions.
- Job Ads: Ads are often the first connection a prospective hire will have with an organization. AI can create job descriptions that are concise and to the point, yet provide enough details to attract the right candidate.
- Virtual Job Fairs: Career fair software can promote company branding, create platforms to easily exchange information, and provide networking solutions that can lead to collaboration opportunities beyond recruitment.
2. Improve Candidate Experience
Job candidates want an easy and transparent hiring experience. Using technology, recruiters can set up a system that increases personalization, enhances communication, and creates a user-friendly experience.
- Increase Personalization: Technology can assist in collecting information about various candidates. Throughout the hiring process, recruiters can use this information about individual preferences, interests, and skills to craft communication and even job offers.
- Enhance Communication: Organizations can provide chatbots on the company website, social media, and other platforms. Potential job candidates can receive instant answers to questions about the hiring process and the open job positions.
- Create User-Friendly Experiences: One-way interviews are an example of creating convenience for the applicant. Another example is creating mobile-friendly job postings and applications. Companies that provide virtual reality simulation can allow candidates to visualize themselves working in a particular environment.
3. Effectively Screen Candidates
Evaluating each candidate is difficult and often subjective. Technology provides objective analysis of each candidate while implementing automation for greater efficiency.
Interview Assessment Tools
Recruiters can use AI systems to conduct sophisticated evaluations of each candidate. These systems can analyze body language and speech patterns, providing insights into each individual’s personality and ability for various jobs.
Pre-employment Assessment Tools
In the past, HR professionals would manually contact previous employers. Background checks would often include third-party verifications and a lot of paperwork. These processes were costly and time-consuming.
HR professionals can now use automated verification systems that quickly gather information from social media, credit reports, and criminal records. Data analytics can find and analyze patterns in an individual’s background that can assist in making the best hiring decisions.
4. Improve the Onboarding Process
Employee onboarding is an individual’s first experience as a new employee and is important for retention. Software can assist with the onboarding process in various ways.
- Automate Administrative Tasks: Automation is now used in everything from sending emails and collecting paperwork to scheduling training sessions.
- Offer Flexibility: Technology can provide new employees with 24/7 access to information so they can complete tasks at their convenience.
- Create Personalization: HR can create and send messages that are relevant to each new hire’s specific role.
- Provide Online Training Platforms: Training platforms now offer interactive learning modules that enable new hires to interact with management and colleagues regardless of location. Examples include video conferencing, learning management systems, and gamification.
5. Implement Data-Driven Insights
Many problems recruiters face include finding qualified candidates, difficulty measuring success, reducing unintentional bias, and staying within budget. Using advanced analytics, recruiters can reduce or eliminate these problems.
- Calculate Metrics: Technology tools can help a company identify, calculate, and run algorithms on metrics such as cost per hire, offer acceptance rates, and new hire turnover rates.
- Analyze the Data: After analyzing the data, recruiters can learn which channels were the most effective, the average time it took from initial contact to hire, and what to include in future job offers.
- Understand Data Limitations: Since not all aspects of an individual’s suitability for a position are easily measured, there may be limited data sources for certain metrics. Data is also sometimes incomplete or inaccurate.
6. Save Time and Money
Implementing various technologies makes recruitment more effective and can cut down on time and expenses. Automation and ATS are two such examples.
Using automation to streamline communications and training programs can free up HR professionals or even limit the number of employees needed in the HR Department. Chatbots can answer questions regarding the application process that would otherwise take up valuable time.
Application tracking systems (ATS) accelerate and automate the entire hiring process. ATS can save money by shortening the hiring process, ensuring new hires are matched to the right position, and streamlining same-day offers.
How Can MRINetwork Improve Your Recruitment Strategies?
MRINetwork is a recruitment powerhouse with 200 plus firms in over 40 countries. They can provide rigorous training, the most advanced tools, and a global presence to meet each organization’s specific recruitment needs. MRINetwork can help companies implement the right technology tools to achieve their recruitment goals.Â
Contact MRINetwork to find out more today.