From health care to location independent work, one of our favorite parts of chronicling today's digital age is looking back at how technology has enhanced and disrupted nearly every industry imaginable.
Technology has also transformed the recruitment sector over the years; an interesting subject as it’s a sector that seems to be the focus of many tech start-ups and therefore likely to continue to evolve in the coming years.
The biggest change is that the flow of information across the recruitment industry is now very open – it’s no longer just about how much data you have as a recruiter, it’s about how you bring that data together from multiple sources to find the right candidate match.
The availability of information has meant that recruiters have to operate in a different way, and the industry focus has gone back to the human element of matching the right candidate to the right job.
Social media has meant that anyone can now easily access information about candidates’ previous working history online and even get updated about their preferences for moving to a new job. We no longer need to buy data because the most up to date information is the data that is managed by the candidates themselves.
In fact,a new study that came out in 2018 shows that 70% of employers screen candidates on social media before hiring them and use search engines as a way of conducting background checks. This allows companies to determine if a candidate is a good cultural fit within their company and to cross check information given during the application process. This transparency can work for a candidate and can work against one depending on how often they post on social media and what they post about. Social media has become a part of everyday life and new users being added everyday it’s a part of our culture that doesn’t appear to be changing.
Bias is frowned upon in the hiring process as it should be. New technology removes unconscious bias by eliminating anything from a resume that might identify gender or race. This is a great tool that recruiters use to ensure they are implementing proper ethics. However, bias can also work in favor of a candidate and using technology recruiters can ensure that they are being all inclusive in their hiring practices. Bringing specific bias into the recruitment process might help a company that is predominantly male driven, this technology allows recruiters to have the ability to target females and expand their diversity.
Growing Your Team
One of the most challenging aspects of human resources if finding qualified employees. That's where recruitment process software comes into play. Recruiting software helps recruiters manage the process of posting jobs and attracting top talent for vacant positions within a company. Recruiting software is designed to streamline the entire candidate search and hiring process to make it easier for organizations to add employees. Businesses can't get enough of big data - and it's certainly valuable in recruitment - but there is such a thing as too much data.
And, considering that it is reported that data and analytics will grow from $130.1 billion in 2016 to over $203 billion in 2020, it doesn't look like companies will start taking a more minimalist approach anytime soon. More data is not always a good thing if you don't know what to do with it. They say knowledge is power, but in the wrong hands or with the inability of how to use that knowledge, it can be detrimental and damaging. More data means more confusion, allowing tiny details to skew process and drive people to take action on things that don't matter, while ignoring the real underlying problems with the recruiting function.
To help make sense of the information, and to maintain the software and hardware used to collect and store the data is detrimental. Otherwise, businesses run the risk of finding themselves with more data than they know what to do with, which can create more chaos and waste resources.
A 2017 report from Deloitte found that 33% of recruiters are already using some form of artificial intelligence within their hiring process. From automated texts and emails being sent out to confirm interviews, to communicate basic requirements and information (start date, benefits, salary, etc) via instant messaging systems. This technology allows recruiters to prioritize their time and spend it in areas that better serve the company.
Video interview platforms for job seekers is another tool recruiters are using streamline the hiring process. This technology analyzes answers given in the interview with advance machine learning. The platform also hone in on facial expressions and word choice in order to complete a rounded profile of the candidate for hiring managers, reducing time involved in hiring new candidates, and allows recruiters to conduct multiple interviews can be done at the same time saving hours and hours for recruiters.
Technology is now allowing recruiters to find candidates all over the world. Recruiters can now search and scan job boards and professional network sites for qualified candidates with the right skill set - regardless of geographical location.
According to recent research it is estimated that almost half of the workforce in the US holds a job that is compatible with at least a partial teleworking environment and that 20-25% of the teleworkers and 80-90% of the workforce in the US say they would like to work from home at least 2-3 days a week. Finding qualified candidates worldwide allows companies to broaden their employee profiles and allows employees from different cultures to implement their knowledge and experience in today’s market.
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