Today’s technology trends use language and theories reminiscent of old sci-fi movies – what once was fiction is now becoming a reality. Technology is moving so fast it can be difficult to keep up… systems, software and automation have replaced manual processes, and data has become the driving force behind most business decisions.
Technology and data are becoming more intelligent, and by focusing on the two we can enhance the quality of our recruitment and service processes. Across Cordant we are working on multiple technology-driven initiatives which will enhance our operations, improve efficiency and give us a competitive advantage.
Here are some of the advancing technological trends which all successful recruitment companies should be implementing, if they haven’t already.
Applicant tracking – This goes without saying – if you’re in the industry applicant tracking is essential. The ATS gathers and stores applicant information when they apply for a job online, creating a database of resumes which can be monitored as candidates move through the hiring process. The system allows recruiters to review applications, send automated messages, give online tests and schedule interviews – streamlining the overall recruiting, application, and hiring process for employers.
Online testing – Technology has made it easier for companies to test the skills and competency levels of candidates. More employers are prioritising transferable skills over education, therefore access to role-specific testing is essential. Online testing gives talented job seekers, who may not come across well on paper, the opportunity to really sell themselves and their capabilities. This way of hiring opens the door for people who get overlooked due to personal circumstances or priorities.
Video interviewing – The best, and most obvious, substitute for a traditional interviewing! Video technology has been around for a while now, but very few businesses had utilised it in their hiring processes – nothing beats personal interactions when gauging character and aptitude. But in 2020 we were ‘forced’ to adapt, and video platforms were the saving grace for many hiring teams. Keep your eye on advancements in video technology; biometric readings are already being used in other fields and a perfect fit for recruiters.
Programmatic Advertising – Predictive recruitment algorithms can explore market data and ad tracking to report on advertising performance which in turn drives intelligent hiring decisions; reaching the right candidate, with the right ad on the right site at the right time. Programmatic ‘real-time’ advertising advances impression bidding, meaning no more manual tracking and monthly performance reporting. Linked to this is augmented writing which eliminates job-ad bias and suggests alternative content to expand ad reach and improve application conversion rates.
Chatbots – Predominantly seen in customer service environments, Chatbots are now being utilised as part of the recruitment process, pointing to information, calls to action, and assisting with applications. However, the latest advancement can support in assessments and pre-screening as well as scheduling interviews and inductions.
Gig Mobile Apps – The priorities and personal circumstances of job seekers are changing, and more candidates are looking for an element of flexibility in their career. Applications are being built specifically for those individuals who are looking for occasional ‘gigs’ that fit their requirements. The worker registers and creates a profile of skills and experiences and completes a background check, no CV, official application or interview is required – the more gigs completed the better the rating, the better the rating the easier it is to secure work.
These are just some of the key technologies launching or evolving within the competitive job market. As the battle for talent increases it’s essential that recruiters can; source passive candidates smartly; hire quality candidates quickly; place talent into roles cost-effectively; all whilst maintaining ongoing engagement with a robust pipeline of job seekers.