Trends and tech that helps you recruit smarter
What a world we live in.
Every day it seems like there’s a new crisis and a new breakthrough.
Technology is evolving faster than ever, especially with the development of generative AI.
But businesses are still facing plenty of the same old issues.
Recruitment remains a challenge for many, as qualified candidates have plenty of options.
Remote options and the rise of non-traditional careers like influencers and streamers have made it difficult for businesses to attract quality employees.
Knowing where to start with the dazzling array of technological options can be difficult.
This article will look at how technology is changing the recruitment process and what you can do to not just keep up, but position your business for success.
Intelligent ad targeting
Machine learning will only continue to make it easier for hiring firms to get their postings in front of the right people, as more and more data is collected every day on all our viewing habits, interests, lifestyle choices and much more.
As the sophistication of this personalisation continues, we should expect more qualified candidates than ever to be seeing postings that are relevant to them.
New touchpoints throughout the candidate journey
The way people find and apply for jobs is evolving. While there are still company career sites and job boards to comb through, social media is playing an ever greater role in matching candidates with openings.
Groups and forums offer job posters opportunities to interact with candidates directly, answering questions about the positions and connecting with them more authentically. This raises the need for brands to build and maintain an attractive online presence that can appeal to potential candidates well before they consider the company as a viable employer.
Even going down a more traditional route looks a lot different than it did a few years ago. AI tools can take uploaded CVs and parse them out, auto-filling the responses to individual application questions.
A focus on fit
Businesses are recognising that skills and experience alone do not guarantee a successful hire. Candidates that mesh well with the culture of a workplace have a better chance of remaining engaged employees.
As such, hirers are looking beyond CVs to get to know candidates more thoroughly. Social media is one way that firms are screening candidates on a more personal level. Automated video interviews can also get a better sense of the interpersonal and presenting skills of a candidate without needing to take the time to schedule an interview.
We are even seeing virtual reality used as a way to show potential hires the environment they’d be working on, allowing them to imagine themselves in the role and ensure it aligns with their expectations.
Attitude is being cited as a key factor in hiring decisions, with candidates' approach to AI among the key points to consider.
Applicant tracking systems
Smart processes that assist hiring managers, reduce bias, and filter applications are becoming more popular. These systems can interact with a large pool of candidates much more regularly than an HR team would be able to, freeing up time for in-person interviews and final decisions. An incredible 93% of Fortune 500 companies have integrated AI tools into their business practices.
Such systems can also personalise the application process for candidates, adding accessibility features and guiding them through each step to ensure everyone has a fair shot of representing themselves accurately.
These personalisations can then be fed into the onboarding process for successful candidates, connecting the whole process as one journey rather than a series of discrete steps. Give that onboarding can be make or break for new hires, getting this stage right can save your business a lot of time and money.
Pooled data analytics
As more and more people apply for vacancies digitally, many firms are fostering an ever-growing candidate pool from previous applications. That may result in the use of artificial intelligence to comb through these applications and find possible matches for new vacancies as they arise.
We may also start to see firms examining employee data over a longer term, marrying job success with indicators that may have been present at the application stage. It’s easily believable that companies could highlight that most of their best employees showed the same key traits in interviews or had the same useful experiences.
As much as technology can make the process easier, it’s likely that final hiring decisions will still include a significant human factor—for now.