Technologies always keep evolving and same goes for technologies in recruitment. The underlying purpose is however the same – identifying the right candidate to suit an organization’s DNA, making intelligent recruitment decisions through automation, and easing the administrative functions involved in recruitment processes. We shall be looking at some of the technologies that facilitate the right match between job seekers and recruiters.
Social Media Recruiting
Gone are the days when social media sites were a medium to update statuses and pictures. Candidates today are busy updating their skills and talents, endorsing others, participating in relevant groups and discussions and writing testimonials to boost employability. LinkedIn is one such site. A recent Deloitte study on Human Capital Trends reveals that organizations can now leverage big data tools from vendors such as LinkedIn, Facebook, Gild, TalentBin and Work4 to source quality candidates around the world. This type of recruitment has broken geographic barriers and, at the same time, enabled filtering and right-selection of candidates across functions. “Hiring through your network” streamlines the hiring process, and organizations are leaning towards it.
Recruitment Portals / Job Boards
Paper-based résumés are passé and recruitment portals are a more prevalent standard for recruitment technologies. There are two types of recruitment portals – one that caters to a specialized audience and one that caters to a mass audience. HasGeek has a high-quality audience of job seekers & recruiters, compared to mass job boards like Naukri, Monster, or even India Digital Review XChange etc. This trend is also in tandem with social media sites such as LinkedIn. LinkedIn and other portals understand the opportunity to monetize job seekers by charging to build profiles and help in networking with professions. Recruitment portals still have a huge value for the organizations where recruitment numbers are high and skillset is generic.
Wearable technologies such as Google Glass are now being used as recruitment tools. It would be fascinating if Google Glass can be used for stress tests to evaluate the emotional quotient and stress levels in candidates.
Video interviews are considered as one of the most unconventional, cost-effective and successful recruitment techniques. Video interviews work best since the success rate of hiring the right candidate is high and comes closest to a personal face-to-face interview without the cost impact. Easy availability of applications like Skype is another reason why this is so popular. Video interviews are geographically agnostic, thereby cutting travel and saving time while still screening the best-suited candidates. Also, such interviews help to “glocalise” recruitment strategies.
Another trend that is catching up is Video Recruitment. At the outset, video interviews and video recruitments may sound alike. Video recruitment involves pre-recorded corporate videos for potential employees that can be shared across social media. The technique helps communicate the true culture of the organization and targets a specific audience.
One of the most interesting aspects about recruitment technology is its adoption rate with two types of players – the SMBs and the bigger players. While SMBs (Small and Medium Businesses) are seen as early adopters of the technology, leading the charge in recruitment processes, large organizations are trying to understand the true power and impact of digital recruitment in the ever-changing market dynamics. However, it is only a matter of time that Indian HR segment and staffing leaders embrace these technologies and put them to good use.