The rules of recruiting are changing. With tech taking over, recruitment challenges will be impossible to overcome without the adoption of new tools, new practices and learning from leaders in the industry. It is time to adapt to the future of recruiting.
When used correctly, these new tech tools will solidify any recruitment professional’s place as a strategic and irreplaceable part of an organization. Recruiters who use recruiting automation technology properly will not only find themselves with more time to work on other aspects of their job, they’ll also be able to design strategies using data and predictive analytics. The real threat to the staffing and recruiting industry is the inability to adapt to change.
1. Say goodbye to paper files.
Begin by making your entire process digital. No more stacks of file folders with resumes, applications, and mountains of paperwork. Going digital has the potential to save both space and time for HR and recruitment operations.
Chatbots are spectacular for using AI to provide the first layer for customer support. They’re great at answering basic questions and providing information; taking time off of a recruiter’s hands and allowing them to qualify a candidate before they’ve even had a conversation.
3. Use AI to your advantage.
Automation can now take some of the copious manual activities off of a recruiter’s plate. Automated tools can now source candidates, administer assessments, schedule interviews and provide regular updates to candidates throughout the process. It’s a great way to use AI to reduce effort on both sides of the recruitment equation.
2. Technology for branding.
Using smart, fresh recruitment techniques on social media platforms can appeal to a higher volume of candidates. If that volume of candidates includes a large cross-section of best-fit candidates who aspire to work for your brand, then chances are good that they will remain engaged over the long term, building your top line.
3. Eliminating bias.
Screening technology allows recruiters to view candidates based on their skills and work history rather than name or background — ignoring data historically associated with pre-screening bias. For example, finding a candidate who went to your alma mater may have pushed them higher on the interview pile in the past. AI is only interested in the degree held (if applicable), not the university from which it was earned.
4. Increasing diversity & inclusion.
In the same way AI ignores bias-prone data, it can analyze bias in processes. Are recruitment efforts rounding up a diverse applicant pool, or are your sources providing unvarying results? The analysis AI provides helps companies understand where (if anywhere) recruitment operations need attention.
5. Video interviewing.
Video interviewing is moving quickly into the mainstream. Interviewing platforms are being leveraged for both pre-recorded screening questions and live one-on-one or panel interviews. More than just convenient for everyone involved, cost savings are being realized and times-to-hire is being reduced.
In the future, new technology will likely be providing solutions for tasks and problems not yet automated and perhaps not even considered. At our Providence, RI staffing and recruitment firm, we’re slowly making the adjustments to keep up with the face-paced tech world. Whatever the future holds, recruitment operations must be tech-centric and cutting edge to attract and retain top talent.