Recruitment technology and trends: A checklist
Hiring talent has become a very competitive and challenging process for any recruitment agency today. Applicants are faced with an evolved job market that presents more opportunities than ever, and hiring managers have to put their best foot forward to attract the right candidates. Expectations for both parties have risen, with new roles and workplace skills emerging.
Tech has also played a massive role in changing the way business operates and hire talent. Artificial intelligence (AI) is just one of the technologies dominating many industries today. How will it continue to transform the way companies hire employees? Here are other trends that will influence the recruitment processes in 2019 and beyond.
Natural Language Processing (NLP)
As mentioned above, AI is only one of the leading forms of tech that has helped revolutionize the HR industry today. In Bersin by Deloitte’s survey, 40% of companies claim that they already adopt AI tech in their business processes, and this number is set to grow in the coming years. However, AI is not perfect—it can sometimes be too literal and exacting, failing to understand deeper meanings or intentions of words.
This is where Natural Language Processing comes in. NLP is a great tool that can help bridge the gap in the weakness of AI as this tech is being developed to interpret human language and understand emotion to a certain degree. This way, the capability of AI is no longer limited to simple commands but will also be able to discern and follow complex requests.
Therefore, NLP will be of great use in HR processes, like analyzing resumes and feedback forms without human bias. The automation of this process will lead to a faster hiring process and simultaneously allow HR managers to focus on addressing more pressing company concerns.
Cognitive Automation (CA)
Cognitive Automation is also a byproduct of the existing AI technology and works on the trails of robotic process automation (RPA). The goal of CA is to humanize robots so that they can understand commands and perform tasks better. This is in line with what NLP is trying to achieve.
In the HR industry, CA tech can help take over administrative tasks like inquiries, routine transactions, leave approvals, and more. It can also help manage employee satisfaction and develop personalized career development and training efforts for all members of the company. It’s like having smart assistance for your HR personnel to expedite internal processes efficiently.
Atomization of Work
Atomization focuses on breaking down big projects into small tasks that can be automated and completed at a faster rate. It’s easier to delegate and work on simplified tasks because people get to identify which one to perform next.
With atomization, HR managers can easily divide and prioritize their tasks, whether it’s looking for talent, improving company branding, screening applicants, and more. Again, this is meant to support recruiters to remove repetitive administrative work and focus on what matters in the company.
Virtual Reality (VR)
You might be wondering what Virtual Reality is doing in a recruitment trend list. The tech is more than just a nifty concept that many companies have begun using over the last year for training and educational purposes. VR can be used for so much more.
Recruiters can incorporate it creatively to give virtual office tours, VR-simulated situations for assessments, or VR interviews for international applicants. The experience can boost a company’s branding and add a unique layer to today’s increasingly creative hiring efforts.
General Data Protection Regulation
The European Union (EU) implemented a GDPR legislation that unifies data regulations within the EU and gives people control over their personal information. The General Data Protection Regulation can affect any business who has clients, affiliates and employees in the region. It won’t be surprising to see similar laws stipulated globally shortly.
Data privacy is increasingly becoming a sensitive and controversial topic nowadays—be mindful of the data privacy laws of the countries you operate in and work with. As such, recruiters should be mindful of the data they store. It’s good practice to remove the information of unsuccessful applicants after a certain period
Recruitment Marketing/Inbound Recruitment
In a way, attracting the right candidates to join your company is similar to marketing your company to consumers or clients. It roughly follows the skeleton of inbound marketing. The process consists of:
- Attracting interested applicants or lead generation
- Nurturing your relationship with the candidate pool
- Presenting value to them via company values, mission, vision, and branding
- Giving opportunities for them to apply
Make candidates see how good it is to work with you and give even the ones you won’t hire a good candidate experience from start to finish. You can do this through blogging, social media posting, SEO, email marketing, and more.
The current HR landscape will continue to evolve with creativity and tech innovation. Hiring managers should be smart and agile enough to anticipate and apply these changes to their everyday processes. Remember: These tech trends are designed to work with humans and make jobs easy, efficient, and hassle-free. Use them to your advantage. Things are only bound to get more exciting from here!