Excerpt: Recruitment technology is something that recruiters can’t do without, especially in a post-pandemic world. Learn more about the latest trends in recruitment technology in this article below.
As the pandemic recedes and we enter a post-pandemic world, it’s a good time to reflect on how technology has undoubtedly left a transformative impact on many industries, including the recruitment sector. According to current recruitment statistics, businesses use up to 24 recruiting technologies to help improve their hiring process. Moreover, with work from home and hybrid models taking over workplaces, the digital economy is expanding its reach and influence more than ever before. As a result, with technology’s frenetic pace, recruiters must work harder to stay current in their fields.
To help you stay up to date in the process of recruiting, we’ve highlighted five trends in recruitment technology that you can anticipate seeing amongst recruiters.
1. Applicant Tracking System
With AI and technology, there are countless tools and software available at our fingertips that help us get the work done much more effectively—one of them is an Applicant Tracking System. An ATS is a highly essential tool for recruiters and hiring managers to simplify and improve the recruiting process, sorting through thousands of applicants, documents and shortlist candidates. Instead of relying on a robust selection team for such a time-consuming process, an ATS takes care of all those tedious tasks involved in recruiting!
According to Capterra, 75% of hiring and talent managers use applicant tracking or recruiting software to improve their hiring process, and 94% of those have said it has improved their hiring process.
There are numerous benefits of incorporating an ATS for your recruitment needs. Different applicant tracking systems also come with various features to help with multitasking and automating specific tasks.
If an ATS is what you’re looking for to fulfil your hiring needs, the Recruit CRM software for recruiters is an excellent tool that helps staffing firms manage their work.
2. Video Conferencing Software
As the pandemic eases up with the arrival of vaccines and other treatments, the use of remote interviewing will likely become less frequent. However, given its convenience, ability to be used on short notice, and usefulness in collaborative hiring, don’t expect the remote interviewing trend to disappear once the pandemic is over!
According to Jobvite’s 2020 Recruiter Nation Report, 61% of recruiters expect video interviews to be the default interview mode moving forward – particularly for entry-level candidates.
The traditional hiring process requires valuable resources and time across the organisation, which video conferencing can often simplify. A 30-minute video call can help relatively streamline the hiring process without commuting, saving time and money. By leveraging video conferencing, employers of all sizes and locations can recruit top-notch employees. With so many features available on video conference calls, like note-taking and recording, communication becomes much more seamless and more accessible than ever before. When looking for a reliable video conferencing software, here are some features to consider to maximise your use of video calling:
- Call quality
- Number of maximum participants allowed in a call
- Additional features like screen sharing, calendar syncing, recording, whiteboard, note-taking and other integrations
3. Talent Rediscovery Software
You must be wondering, what is a talent rediscovery software? A talent rediscovery software takes the help of AI and technology to scan through your ATS for the best candidates from your existing database. Talent rediscovery solves the age-old problem of recruiters spending time and money to collect hundreds of resumes for previous positions, only never to go back to them again. This is an excellent tool for recruiters who want to get the most out of their existing Applicant Tracking System, and are open to rediscovering talent.
A talent rediscovery tool holds the potential to dramatically increase efficiency, reduce cost per hire, and helps source the perfect candidate for the required position. UK recruitment consultancy company Does it get any easier than this?
4. E-Assessment Tools
There’s no doubt that recruitment practices have changed significantly with the onset of the pandemic. Virtual hiring and remote recruiting have become the ‘new normal’ for many recruiters, and face to face interaction has come down to a minimum. However, the challenge lies in assessing the hard skills of your candidates without physical interaction. Pre-employment assessments such as work samples and cognitive ability tests are essential predictors of job performance.
With digitalisation, these assessments can be easily administered through well-designed software. Online skill assessment tools or psychometric tests are a great way to gain insight into a candidate’s skill set for the position they’re expected to fill. When done correctly, psychometric testing can significantly raise the probability of hiring top talent for a job and retaining them. Skills assessment tools provide a more objective selection process than other recruiting methods like unstructured interviews. There’s a vast selection of these tools that offer the cognitive ability, skill assessment, and personality tests. The best part is that they can be conducted remotely with the adoption of technology, AI and great software.
5. Candidate Data Security
With everything becoming more digitalised with the onset of remote working, a downside to the technological takeover is the rise of cyber threats and data breaches. As a recruiter or hiring manager, it’s crucial to be aware of the risks involved when dealing with candidates and employees’ sensitive information.
The data collected by recruiters from prospective hires hold a substantial amount of sensitive information that can be easily exposed to cybercriminals. Not only does this pose a threat to individual candidates, but it can also potentially cause reputation and financial losses to a firm.
So how can recruiters ensure the safety of their data? For starters, one of the easiest and practical steps that you can take to protect your sensitive data is by investing in anti-virus or anti-malware software. You can also make sure that your websites are secure and encrypted and that your emails are encrypted.
Also, make sure that when you’re considering using an ATS, the security of the provider and system is acknowledged. The ATS should be carefully evaluated and attested for its security from the application and the hosting environment.
Ensure that your internal processes from your website to processing a candidate’s information is all safeguarded and secure your online activities by using a reliable VPN. And, of course, update your software regularly so that your security measures can take place effectively.
Thanks to modern technology, there are many ways to guard your sensitive data and privacy from cyber threats. Having a well-informed team about safe cyber practices is a bonus that companies should implement within their work practices.
If there’s anything that the pandemic has taught us, technology will only become more and more integrated into our workforce. With so many technological advancements, traditional recruitment has become much more innovative and dynamic; therefore, it’s time to adopt certain recruitment technologies to simplify the recruiting process.