Over the last decade, we’ve seen a significant change in recruitment. With the aid of technology, talent competition has been transformed into an increasingly competitive global market where there is always someone else doing something faster, better, or more creative.
In order to remain ahead of the curve, recruitment teams have had to adapt their practices and utilize technology in new and innovative ways.
In this article, we share a few growing trends in technology, their impacts on the recruitment process, and what you can do in order to embrace these tools effectively rather than get lost in the evolution.
Technology is Reshaping Recruitment
Some of the ways that technology is reshaping recruitment include automating repetitive tasks, improving communication and collaboration, and making it easier to find the right candidates.
In the past, recruitment was often a slow and manual process. This involved posting job ads in newspapers or on bulletin boards, sifting through resumes, and conducting in-person interviews.
With the advent of technology, recruitment has become a much more efficient process. Automation has taken care of repetitive tasks such as posting ads and sifting through resumes. Communication and collaboration have been improved with the use of online tools such as video conferencing and project management software. And it is now easier to find the right candidates with the help of online recruitment platforms and social media.
Here are some of the changes in recruitment brought about by technological advancements:
Online Job Boards
Technology has made it easier than ever for job seekers to find open positions that match their skills and experience. Online job boards such as Indeed, LinkedIn, and Glassdoor are popular destinations for job seekers, and many employers now post their open positions on these sites.
Social media platforms such as Twitter, Facebook, and Instagram have also become popular recruitment tools. Employers often use social media to post open positions and reach a larger pool of job seekers. In addition, social media can be used to research potential candidates and get a better sense of their qualifications and experience.
The recruitment process often generates a large amount of data, including information on job seekers, applicants, and employees. This data can be analyzed to identify trends and patterns that can help recruitment teams make better decisions.
Applicant Tracking Systems
Applicant tracking systems (ATS) are software programs that help employers manage job applications and candidate data. ATSs can automate various recruitment tasks, such as posting open positions online, screening candidates, and scheduling interviews.
Video interviewing has become a popular recruitment tool in recent years. Video interviewing allows employers to conduct initial interviews with candidates without having to meet in person. This can save time and money, and it also allows employers to interview candidates who are located far away.
Some recruitment teams are now using virtual reality (VR) to give job seekers a realistic preview of what it would be like to work for their company. VR can be used to give candidates a tour of the office, show them how to perform certain tasks, and even simulate job interviews.
Mobile apps are another recruitment tool that is becoming increasingly popular. Many recruitment teams now have their own mobile app that job seekers can use to apply for open positions, schedule interviews, and get updates on the recruitment process.
Technology is changing the recruitment process in a number of ways. By utilizing new tools and technologies, recruitment teams can find better candidates, save time and money, and stay ahead of the competition.
How to stay ahead of the curve in recruitment by keeping up with technology trends
With the growing trend of investing in data management and analytics, remember that information is only as good as the minds that are using it.
According to Richards Carpenter (1994), “Line managers could make immense use of HR data if they were taught what to look for and how to interpret what they see.”
For example, when a line manager develops a strategic objective to “increase sales in the Southeast region by 25%,” she will review data not only on regional sales by product line, market share, delivery times, and returns but on salesperson turnover, sales-per-salesperson, the number of new salespeople needed, offer-to-acceptance ratios, time to train, comprehensive performance measures, and factors that characterize the most successful salespeople.
The trick with social media is to not go overboard and to remember to have a relationship with potential clients. Social media doesn’t mean that you don’t have to talk to candidates, or that you should be only making tweets or status updates on jobs alone. Social recruiting has its own set of best practices, much like the recruiting process itself.
With the global job market becoming increasingly competitive, it’s important to be open and prepared to offer video and webcam interviews as a way of speeding up the recruitment process.
While technology is important in recruitment, it cannot entirely replace human contact. Technology will continue to allow for quick and inexpensive recruiting via applicant tracking, screening, evaluation, and communication. You may capitalize on technology to your advantage, but keep in mind that there’s a difference between a candidate file or number and the person behind the screen – not just another candidate file or number.
We’ve seen how much technology has evolved in the past decade, can you imagine how much faster the changes would be in the next decade?
Moving forward technology is predicted to play a bigger role in recruitment and can also be leveraged to help with building relationships with talent pools.
The recruitment process is important, and technology has definitely changed recruitment for the better. With so many options available, it can be hard to know where to start. The most important thing is to keep up with the latest trends and find the right tools for your team. By doing so, you’ll be able to stay ahead of the curve and find the best candidates for your open positions.
Has technology already significantly impacted the way you recruit? How? Share your tips with our other readers and us.
Thanks for sharing, James. I agree that these are more gneirec stats and also stats that I would expect, as most text messages (as of now) come from personal contacts. On the other hand, e-mails flood the inbox, making it less likely overall that your message will be opened.If targeted properly, I would hope that the read rate would be higher for those recruitment e-mails, but I believe there are going to be several other factors that contribute to that number (active vs. passive job seeker, number of e-mails received overall, etc ). If recruiters/recruitment marketers do jump on the SMS train, I hope they would be cautious as to frequency and type of message so as not to turn users off from the channel completely.All-in-all, I think the message is that there are new options out there for reaching candidates. However, as with any channel, you must use it wisely.A