Plenty of discussion and debate still continues to surround the topic of technology putting traditionally human job roles at risk. With recruitment and HR professionals being no exception. As recruitment technology constantly evolves, innovative hiring methods can be used to help simplify a recruiter’s current role and responsibilities.
Changes to a recruiters role
Data will become increasingly more predominant as a result of an increase in hiring technology usage. As a recruiter, you will need to consider how to interpret data and make effective hiring decisions given the data possessed.
Look at the numbers, how long does it take you to hire, how many CVs on average do you receive per job application? These answers could be the key to helping you recruit more effectively in the future. As a recruitment professional, hiring decisions will need to be backed up by data rather than a ‘gut feeling‘ or natural instinct.
Candidate sourcing methods will increase the greater the demand for technology. Recruitment technology opens doors for potential new routes to hire and an overall larger candidate pool.
In 2017 the total number of social media users in the UK reached over 39 million. Taking this into account, it’s important to recognise that social media plays a key factor in enabling you to source actively looking jobs seekers as well as passive candidates. Through targeted social campaigns, those who may not necessarily want a new job can still be aware of new opportunities.
Effectively manage the hiring process
Hiring technology such as ATS systems enable you to track applicants and manage job vacancies at ease. Keeping candidate information under one entity makes it much more efficient when attempting to organise potential candidate CVs and applications.
Once you have implemented the software system for your recruitment needs, there is the possibility to expand and build upon your current ATS. With additional ‘add-ons’ from various hiring technology suppliers, you can really streamline your recruitment strategy and even incorporate elements of automation or AI. This will mean that as a recruiter, previous tasks that have ‘slowed’ you down can now be automated. Meaning the more time you will have to focus on other aspects of your role.
Implications of recruitment technology
Significantly reduce bias
Humans will always be prone to an underlying unconscious bias. If you choose to incorporate technology to screen, interview and assess candidates, their job fate will be dependable on their skills and experience rather than unrelated factors that could be subject to bias (such as; age, gender, nationality etc…).
Although unfortunately AI algorithms have been known to learn bias. When Amazon used artificial intelligence to hire, their software developed a bias towards women for computer software roles. Ranking their applications lower than that of their male competition. This was due to the system being trained to observe patterns in a 10 year time period. Determining that previously most applicants were male in similar tech-based job roles.
Key time saver
Recruitment technology is designed to save time. Time, recruiting, sourcing and onboarding new employees. When you spend a large portion of your day looking at candidate CVs, you are not optimising your time as efficiently as you could be. However, with hiring technology this recruitment stage can be automated to screen job applications, in a matter of minutes rather than hours.
Or if you find it difficult to find time to physically meet potential candidates due to conflicting schedules, video interviewing tools may be beneficial. Their interview is recorded and sent to you once completed. Allowing you to review their answers at your convenience.
Ability to learn new skills
Technology is changing the face of recruitment. Therefore as a hiring professional, it is important to adopt a new skill set and keep up with the technological advancements. Your ability to interpret data is a must. Noticing patterns and trends in previous hiring strategies will enable you to determine the best hires based on numbers and scores.
The modern recruiter must also be willing to learn and test new technologies. Sometimes this can be a process of trial and error. This will require you to arrange demos with recruitment technology companies and find the software that works best for you and your hiring team.