The hiring process has become increasingly competitive in today’s corporate world. The current skill gap landscape coupled with heavy competition for not readily available qualitative talent has left the recruiters craving to fill up positions at the right time with the right fit. Nothing but technology is seen to be the wisest angle being explored by the leaders in this space to address such growing challenges. The rise of recruitment marketing tools, social recruiting software, and many other online tools are rapidly changing the HR hiring panorama. We all are seeing an increased reliance on recruitment technology tools and concepts that are appealing the corporate leaders to source more candidates and companies are found using multiple platforms to improve their hiring process.
So, what kind of essential automated tools can be used to speed up the sourcing and hiring process? Here is a snippet of how HR leaders and recruiters are using some of the technology platforms to hire the right candidate for their respective organizations.
Semantic search technology
Recruiters often succumb with Boolean search queries while sourcing CVs from a pool of data. Here comes, Semantic search Technology to the rescue. It is more about analyzing what the users are looking for rather than just what they type and hence recruiters can source more quality candidates in less time. Mostly, the applicant tracking systems have inbuilt resume parsing capability that is powered by Boolean search. In Boolean queries using operators i.e. OR, AND, etc. has become old parsing techniques now. With the influx of semantic technology, a two-word search becomes a twenty-word search. For example, the phrase ‘CIO’ or ‘COO’ can be used in the context of a business leader; hence the search will capture the various annotations involved for better result. This technology parses resumes in a way that can understand these critical inputs easily than the vaguely cryptographic process of guessing which combination of terms and phrases will throw up a suitable candidate. Semantic search technology helps to understand the concepts behind words as much as the words themselves and brings in around 80% accuracy. Hence, recruiters can use it to their advantage by spending less time to fill open job positions.
The high-volume sourcing with real-time communication in place has made scheduling interview tools a possibility. Companies like Zappos, Airbnb and many other uses such tools that takes care of scheduling with technology-focused support. Some tools like Clara Labs goes an extra mile to efficiently and effectively write in conversational language and email communications while scheduling candidates. Clara uses the details of each request and preset preferences to find the best scheduling options. ConveyIQ is another platform which in addition to video interviews, also includes features such as email, text messaging and interview scheduling. The platform Goodtime too is used for interview scheduling and interviewer training. It integrates with interviewers’ calendars, providing real-time availability for candidates to select a preferred date and time for the interview and then syncs the candidate’s input in the ATS for further automated communication with the recruiting team. Other firms offering interview scheduling options include AllyO, Paradox, and many more. In fact, there are chatbots like Ari by TextRecruit that help in scheduling interviews thereby reducing time and cost to hire for the organization.
Pre-hiring assessment tools
Recruiters find hard to achieve equilibrium when it comes to digging the right set of hires through hundreds of applications just to determine the best candidates to interview. The ability to control such selection process often short circuits and impacts the overall function. However, in recent years, fortunately, we have a variety of tools, technologies, and options to help our recruiters conduct a pre-hire assessment in a much-improved way as compared to earlier times. HackerRank and Pymetrics are two amongst other tools that are being used as pre-hire assessment platforms.
To help recruiters assess the skills of developers and software engineers, HackerRank creates coding and technical assessments that help in evaluating developers eliminating biases and promoting diversity. Pymetrics is another platform that uses a gamified neuroscience approach coupled with bias-free algorithms to map the right candidate. They are run on a series of behavior based games that collect millions of data points for objectively measuring cognitive and personality traits. On one hand it maximizes prediction through customized and automated machine learning algorithms, and on the other hand Pymetrics also automatically matches the rejected candidate pool to their other clients using the same platform.
In short, finding high-quality talent has been showing up as one of the most challenging issues for virtually every organization. A higher value hiring process is possible with the use of various recruitment tech tools available in the market. And with the right use of such platforms and tools, leaders of TA function can aim in solving multiple ongoing challenges. The use of such tools support an effective recruiting strategy and end up in efficient applicant management. And hence, recruiters can focus on attracting the right talent for the right positions as per the given timeline in a much more improved manner.
(Know more about changing TA landscape at the People Matters Talent Acquisition Conference 2019 on 29th May in Mumbai. Click here to register.)