The recruitment process has come a long way in recent years with the advent of new technologies playing a significant role in increasing efficiency and effectiveness.
In this guide, we'll take a look at some of the key recruitment technology trends shaping the industry today. We'll also explore how recruiting digitally is adjusting the landscape of professional transitions for recruiters and candidates alike.
Whether you're an employer looking to update your company’s recruitment strategy or a jobseeker looking to stay ahead of the curve, read on for everything you need to know about recruitment technology.
The Purpose of Recruitment Technology
Traditional recruitment methods are littered with bottlenecks. Tasks such as manually writing job postings, reaching out to candidates and scheduling interviews, and collecting documents for onboarding prevent a quick and easy hiring process. This is why digital recruitment processes are the future. There are many benefits associated with these modern methods and it’s easy to see why incorporating technology into recruitment is trending big time.
1. Social media recruitment
Social media has become a popular way for employers to find and connect with potential candidates. In fact, 70% of employers say they’ve successfully hired new employees through social media channels.
There are a number of reasons why social media recruitment is on the rise. For one, it's a great way to reach a large pool of candidates in a short amount of time. And because most people are already familiar with how to use platforms like Facebook, LinkedIn, and Twitter, there isn’t a learning curve for jobseekers.
Another advantage of social media recruitment is that it allows you to get a better sense of who a candidate is before you even meet them. By reviewing a person’s online presence, you can often identify interests, values, and even work style. This will save you time by helping you weed out candidates who aren't a good fit for your company.
2. Artificial intelligence in recruitment
Artificial intelligence (AI) is starting to make its way into the recruitment process as well with a number of different applications.
One of the most common ways AI is being used in recruitment is through chatbots. These computer programs mimic human conversation and are often used to answer questions from candidates and provide information on topics such as job responsibilities or salaries. Chatbots may also schedule interviews or give updates on the recruitment timeline.
AI is also helping assess candidates. By analyzing a candidate's resume, cover letter, and social media profile, AI provides employers with valuable insights into skills and experience. This information can be used to predict whether a candidate will be successful in a role.
Ultimately, AI eliminates the need for additional resources to perform monotonous tasks, and instead lets employers and hiring teams focus valuable time and energy on making the difficult decisions.
3. Big data in the recruitment
As employers look for new ways to find and connect with candidates, big data are playing an increasingly important role in recruitment.
Big data possess a number of recruiting purposes, such as identifying potential candidates, understanding hiring trends, and predicting future needs. For example, analyzing job postings helps employers identify which skills and experience are most in-demand. This information can then be used to target specific candidates or even adjust training programs for existing employees. Plus, an important byproduct is a reduction in bias when all the necessary information is laid out for candidates during recruitment.
4. Mobile recruitment
With everyone using smartphones and other mobile devices daily, it's no surprise that mobile recruitment is on the rise.
Mobile recruitment allows employers to reach candidates where they are, which is often on their phones, computers and tablets. By creating a recruitment website or app optimized for mobile use, employers make it easier for candidates to find and apply for their vacancies. Not to mention, mobile recruitment is also great for providing updates and conducting interviews.
5. Gamification in recruitment
Gamification is the use of game elements in non-game contexts such as recruitment.
Currently, gamification is being introduced into recruitment through online assessments. By incorporating game-like elements, such as points and leaderboards, employers can make the recruitment process more fun and engaging for candidates. This also helps improve the accuracy of assessment results by providing candidates with a more realistic representation, or simulation, of what it's like to work at the company.
Gamification can also be used in other work-related activities, such as candidate onboarding or training. By incorporating game-like elements, employers can make these activities more interactive and effective.
The Importance of Investing in Recruitment Technology
Recruitment technology can help you automate repetitive tasks, find top candidates faster, and improve overall efficiency. In short, this will be a game-changer for your business.
But how do you convince management to invest in recruitment technology?
1. Explain the benefits of recruitment technology
The first step is to explain why recruitment technology will be beneficial. During your discussion with the management team, refer to the previous section of the guide! Bring up the newest trends in digital recruitment and provide the most interesting and relevant benefits of each practice.
To make this even easier, here are some key points to make:
- Recruitment technology will help us find better candidates faster. With access to a larger talent pool, we’re more likely to find the perfect match for our open roles.
- Recruitment technology can automate repetitive tasks. This will free up time so our team can focus on more important tasks, like developing relationships with candidates.
- Recruitment technology improves overall efficiency. By streamlining the recruitment process, we’ll be able to fill vacancies faster and with less effort. With ‘human’ effort only required during key steps, we’ll be able to avoid wasting time and energy on tedious tasks and decrease bottlenecking.
2. Share recruitment technology trends
Keep your management team up-to-date on the latest recruitment technology trends. Remember these overarching, quick suggestions, but don’t forget to refer to the previous section for more specific advice.
- Artificial intelligence (AI) is becoming more and more useful for recruitment purposes. AI can help us screen candidates, identify the best person for a role, and even predict future hiring needs.
- Virtual reality (VR) can simulate work environments for candidates to help them get a better sense of company culture. This is a valuable recruitment tool for targeting millennials and Generation Z candidates who attribute high value to company culture when assessing a position.
- Mobile recruiting is on the rise. Job seekers are now using their mobile devices and social media platforms to search for jobs and apply for roles. Our recruitment team could benefit from a mobile-friendly recruitment process.
3. Make the case for investment
Finally, you'll need to make the case for investment in recruitment technology. Here are some important aspects to consider:
- How will recruitment technology improve your company's bottom line?
- What is the total cost of recruitment technology, including implementation and training costs?
- How will you measure the success of your recruitment technology investment?
By following these steps, you'll be on your way to convincing your company to invest in recruitment technology. With the right tools in place, you can take your recruitment methods to the next level.
The technology you need
Recruitment technology covers a wide range of tools and platforms which can be used during all stages of the recruitment process. From sourcing and attracting applicants, to screening and assessing candidates, to onboarding and managing new hires, there’s a recruitment technology tool that can help.
Some of the most popular recruitment technology tools include:
- Applicant Tracking Systems (ATS): An ATS is a recruitment software which helps you manage the recruitment process, from sourcing and attracting candidates to screening and assessing them. A few examples are Smart Recruiters, iCIMS, and Zoho Recruit.
- Candidate Relationship Management (CRM) Systems: A CRM system is a recruitment software which helps you manage your relationships with candidates, from sourcing and attracting to onboarding and managing them. The best tech include Recruitee, Beamery, and HubSpot.
- Social media recruitment platforms: As discussed previously, social media recruitment is very much on the rise. Thus, social media platforms such as LinkedIn can function as recruitment software, helping you connect and converse with potential candidates.
- Virtual interviewing tools: Thanks to digital recruitment softwares, interviews can be performed virtually. This adaptation lends itself to remote work and provides opportunities to a wider range of candidates. The best online or video interviewing tools are VideoAsk, HireVue, InterviewStream.
- Online assessment tools: Online assessment tools are recruitment software which allow you to assess the skills and abilities of your candidates. Some engaging options are HackerRank, SHL, and iMocha.
Conclusion
Throughout this guide, we uncovered the most important trends in the recruitment sphere and shared the top software for each stage of the hiring process.
With the knowledge you’ve acquired, you can now help take your company to the next level. If you’re an employee, pass on the newest trends to your HR team to ensure the success of your organization. Meanwhile, if you’re a candidate looking for employment, use this guide to your advantage as a way to stay ahead of the curve. You’re now aware of what’s happening in the modern recruitment world.
