Technology has penetrated every sphere of life and certain recruitment technologies have made the recruitment process extremely simple. There are several technologies that can aid the recruitment process, if used wisely.
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Today’s world belongs to candidates. Apart from name and brand, an organization has to focus on candidate experience regardless of the size of the organization. Most companies treat candidates as their customers. So, in order to attract top talent, you may have to sit with your marketing team and build the employee persona. Based on that, you can develop a strategy to target those candidates to ensure that you reach out to the correct people who will bring value to your organization.
Here are several technologies that can help you streamline your process and help you strategically reach out to to your target candidates.
Chatbots
Marketers are using chatbots to reach their consumers. Similarly, recruiters can use chatbots to interact with candidates very efficiently. Chatbots can screen candidates and also give them updates on the status of their applications and even guide them to the best job profiles suited to them. However, you need to be careful while integrating chatbots. You need to be sure that there is nothing off about the chatbot interacting with candidates. One wrong interaction would take away a lot from the candidate experience. Chatbots are good for saving time for recruiters in terms of scheduling interviews.
Facial recognition
Facial recognition is still a very gray area in recruitment and requires a lot of training to be used effectively. These recruitment software use algorithms to score human expressions through their facial recognition software. These will support a recruiter in taking a decision to hire a candidate who is as close a fit to the role as possible. These also work to reduce the bias a recruiter can have towards a candidate and also aid in increasing the diversity in hiring. While making decisions in recruitment, we are most likely to focus on chemistry, mood and context rather than skills, suitability for the role and level of emotional intelligence. Facial recognition can take away the bias that clouds human judgment.
Recruitment marketing automation
Recruitment requires the attracting of candidates through advertising and marketing through platforms other than job boards. You will need to hang out wherever your candidates are present and reach them just as you would reach your consumers. For this recruitment, automation strategy becomes necessary. Recruiters can use AI technology to identify the best web channels for reaching their target employee personas, determine the appropriate advertising budget depending on the size, scope and characteristics of their audience. Then they can schedule their ads across the channels they want, track the money spent, impressions, clicks and conversions they want. That way there won’t be any need for daily attention and micromanagement of these tasks.
Mobile recruitment
From ordering food to buying furniture, everything happens using the mobile phone today and hence candidates are increasingly looking for jobs using their mobile phones. It is important to ensure that the career pages on your websites are therefore optimized for mobile viewing and are optimized for access across connection types and devices. You need to ensure that your mobile-friendly pages are different from the desktop sites. Online hiring portals are also good to partner with and are an efficient measure to complement an organization’s mobile recruitment strategy.
Programmatic recruitment
Using programmatic advertising to bid for media space on popular platforms such as LinkedIn, Facebook and serving banner advertisements on websites that candidates visit often, to grab their attention, helps reduce the job ad cost and increases the reach of a job post. These can also help you make infinite connections per day and increase your daily outreach quotas. It also helps to connect with passive candidates and leverage high-tech automation to drive recruitment results across the board.
Blockchain
Using blockchain in recruitment is not mainstream yet but it’s efficiency and ability to simplify the recruitment process has been studied and understood by experts. Blockchain enables companies to retrieve verified candidate data while keeping it anonymous and adhering to data privacy regulations. Having verifiable data on hand is key because talent acquisition departments have to deal with critical information like background checks, educational institutions and salary history. It is important to have accurate candidate data while making hiring decisions.
Video interviews
Using video interviews can quicken the interview process phenomenally. Videos are as good as personal interviews where candidates can be reviewed for fit, personality and attitude. It saves time and resources for both the recruiter and the candidate as the candidate doesn’t have to travel but the recruiter gets to assess the candidate efficiently. This saves time in getting back to the candidate since job seekers typically want to know the outcome of the interview process in about two weeks. Also, it creates a convenient hiring experience that is suitable for modern candidates.
Virtual reality
Virtual reality has the potential to change the candidate experience tremendously. It can be used to give candidates a virtual tour of their potential workplace. Also this saves you the cost of flying in several potential candidates and they get to almost “experience” their new workplace without having to move out of the comfort of their homes. It is predicted that in a few years we will even have a few virtual avatars for recruiting.
Takeaway
Technology is penetrating every sphere in the world and recruitment is seeing the positive impact of this. Embracing technology and automation can be an enabler to many organizations and helps boost their recruitment strategy while saving significant cost and time for the recruiters.
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