Close your eyes and think back to a time before our current technological landscape; it could almost make you wax indifferent for what seems like an unprompted, easier time in the world of business. But it also meant the world worked at a quarter of the speed it does now, and nowhere is the benefit of technological disruption more profitable than Talent Worship.
What hasn’t changed is the incline for knowledgeable and experienced workers. What has changed, however, is how companies go about discovery these people
It’s reported that more than half of all company have already digitized the many of their manual activities and stuffy business processes; a pretty remarkable figure considering that facilitating and implementing technological change is still very much an unknown to many.
It naturally can’t be unacknowledged that there are many technologies changing the workplace today. In terms of budgeting, for example, technologies such as cloud computing are enabling organizations to minimize their costs through the use of virtual servers, eradicate the need to maintain servers on-site. However, an especially interesting area of operations that is perhaps experiencing the damage of the impact is human resources, in particular, recruitment.
Here, we take a look at some ways that technology is changing the recruitment landscape:
A candidate is one of the biggest areas affected by advanced technology. AI and machine learning are facilitating a future where software can ‘understand’ both business needs and the skills required to indulge those needs, from scanning candidate profiles to automatically modulate resumes which meet the yardstick for the role.
Attracting more suitable candidates
When thinking about technology and recruitment, it’s easy to focus on how technology can help businesses find the right people, but it’s actually more of a two-way street than many think.
Technology is also helping the right people find the right places to work at a time when recruiting for culture is becoming in detail important.
Technology is enabling businesses to show off who they are beyond what they do and who they work with. Consider that technologies such as video sharing are utilized within marketing departments to boost brand awareness, understanding, and reputation.
Facilitating access to the talent pool
Social media has evolved drastically within the past few years, transforming from primary recess -based platforms into impressive AI-powered networks. LinkedIn, the leading social channel for industry professionals boasts more than 600+ million active users, and it’s helping organizations to identify amazing skills beyond those that can be found within the local talent pool.
Changing who we hire
Technology isn’t just transforming how we hire, but also who we hire. With more and more businesses choosing to equipment advanced technologies in the workplace, there is an expeditiously growing need to bridge the skills gap and ensure that the right talents are on board, at the right time.
At this time of great technological disruption, many companies are changing what they’re looking for when they recruit, showing a preference for forwarding thinkers and facilitators of change.
Changing who we CAN hire
Consider that employees now have the legal right to request flexible working patterns but that many businesses are unable to fulfil these requests, in particular for roles that are time-sensitive and must be performed during certain hours. Customer service staff is a prime example.
Technology is successfully bridging the gap between what candidates are looking for (young workers especially want to be able to set their own hours) and what businesses require in order to succeed. Mobile devices, cloud storage, and real-time communications services are enabling businesses to create strong, effective remote working policies which open new doors to recruiting from talent pools that may not have been accessible to them before, including working parents and liberal of promises students.
Candidate search is easier than ever
Job boards have been around for a couple of decades, but now recruiters have a wealth of portals through which to post openings, receive resumes, and sort through qualified applicants, and the advances of artificial intelligence make these tools even more refined. Play your cards right and you could be in a buyer’s market of talent within minutes. AI and technological sophistication in recruiting tools offer a more customized, individualized candidate and recruiter experience.
Social media is an incredible recruiting tool
Your company’s social media presence is critical to creating a connection between your brand, your mission, and the top talent who would match your corporate culture. It’s also an incredibly swift and efficient means of sourcing passive potential candidates. It’s never been easier to reach more people, and social media is an incredible way to expand your brand and vision while performing outreach to get the right people in the right seats in the most expedient way possible.
Mobile makes it easier
With the right systems and onboarding platforms, you never need to wait for paperwork ever again. We’re all attached to our mobile devices constantly, and that’s to your advantage: you can attract candidates through social media, text links to application sites, email interview schedules, and send interfaces for onboarding post-hire. Candidates can even interview remotely via platforms like Skype or Join. Me. It’s incredible that we live in a world where phones can be the most powerful tool in our job search, from the first contact to the first day of work.
Fast and Easy Candidate Sourcing
Our lives are on the internet. The ATS takes the keywords chosen by the hiring team (keywords are usually in the job title and description) and searches for the same words in applications and CV. Once the applicants’ résumés come flowing in, it takes time for the hiring team to read and sort through them all. The ATS software screens the applications and CV it scores and ranks the applicants, and makes candidate recommendations, streamlining the selection process by floating the best candidates to the top of the pile.