The recruitment industry is witnessing a significant technological change. It is a change that is driven by factors like candidate experience and the need for high-quality talents.
Before you delve deeper into the contents of our article, we want you to take a look at these mind-blowing statistics that prove our words.
74% of today’s organizations are planning to invest more in HR technology to address the pressing talent needs.
Investments in talent acquisition tools are expected to go up by 49% by 2022.
At least 72% of businesses believe that digitalized recruitment processes are an important priority.
On average, today’s businesses are using upto 24 various recruiting technologies to enhance their hiring processes.
The above statistics emphasize the need to eliminate traditional recruitment processes mired in costly, error-prone, and time-consuming details. Let’s explore the ten major tech changes that are impacting the recruitment landscape.
Recruitment And Technology: The 5 Big Changes
Automation leads the way
In recruitment, automation has been a big blessing. From scanning candidate profiles to collating resumes, automation has sped up many small and large procedures.
In the future, AI and machine learning will probably change candidate sourcing with advanced software that can “understand” the needs of organizations.
Having said that, automation is unlikely to cause job losses or negate the need for HR roles. It will rather transform and redefine human resources, freeing them up to lend their expertise to complex core issues. Hence, it is indisputable that automation can inspire, empower, and motivate the recruitment team.
AI: The next big thing
Artificial Intelligence is already improving mundane tasks in the recruitment process that demand more time and human resources. Industry experts predict that AI will make itself an indispensable tool to.
- Assess resumes and the candidate’s overall fit for the job.
- Evaluate answers with psychometric and biometric analysis.
- Generate predictive analytics to improve online applications.
- Simplify searches to find and contact matching candidates.
- Target qualified candidates with specific details.
- Assess potential threats before hiring remote workers.
- Implement AI-led interview processes.
In short, AI will allow recruiters to hand-pick the best candidate with minimum effort.
ATS to the rescue
Surveys say that nearly 75% of the recruitment process outsourcing companies and hiring managers use Applicant Tracking Software (ATS). Cloud-based recruitment software is a great solution to reduce both time and costs associated with hiring.
However, its biggest advantage is that it vastly improves the quality of the hire by digitally sifting through thousands of resumes. Not only that. ATS allows recruiters to streamline their interview schedules and build an accessible repository of promising CVs.
Video interviews: The time saver
Data says that at least 60% of businesses use video interviews for hiring. The percentage may have risen since the pandemic changed the recruitment process. Facetime and Skype have become verbs in the recruiting world, with recruiters choosing either tool for interviewing.
Video interviewing has made it possible for recruiters to conduct interviews even if they are unavailable at that time. All they need to do is send a set of pre-recorded questions to various stack holders to conduct the interview. Interviewees can also attend the interview when they find the appropriate time.
The reign of the internet
A broadband connection, a router, and a digital device can advertise job listings ten times more than what you would’ve done with newspapers. Internet connectivity has broken the geographical barriers for recruiters. It allows them to find better-qualified applicants from any location.
Recruitment & Technology: The Benefits
Accesses a wider talent pool
LinkedIn, Facebook, Instagram, and Twitter are helping bridge the gap between recruiters and job seekers. These leisure-based platforms are now reliable networks powered by AI and thriving with millions of users. LinkedIn, the chosen platform for many leading industry professionals, boasts more than 600 million users worldwide.
Nowadays, recruiters are using social media platforms to analyze candidate experiences and unique skills. It is also the easiest way to develop, nurture, and maintain a good rapport with desirable and qualified candidates.
Attracts the right candidate for the job
Fortifying recruitment with technology is a process that works amicably in two ways.
Employers can hire the right people, while job seekers can find positions that match their abilities. Businesses can use technology to provide insights about their organizations work culture and working environment, thus attracting the best people and reducing turnover.
Encourage flexible hiring strategies
Technology is positively changing how businesses decide whom they want to hire. Real-time communication, cloud storage, and mobile devices are helping create reliable remote working policies.
This flexibility opens the door to talent pools that haven’t been accessible before. The list of talents also includes working parents, fresh graduates, and experienced employees on a temporary break from work.
Embracing The Changes With Technology
Despite its enormous potential, some businesses are wary of implementing technology for their recruitment strategies. It is important to remember that technology helps fortify your workforce by bringing on board the very best talents for your organization. It is not a luxury but a necessity to keep up with the changing times.