Over the past few years, it’s become evident that technology is now inextricable from practically every industry across the globe.
6 Technologies That Can Improve Your Recruitment Process
This includes recruitment, which is now more fast-paced than ever. Moreover, the perspective on recruitment has completely changed. It’s now a candidate-driven industry, which makes it a highly competitive space for recruiters to attract top talent.
This simply means that if you don’t keep up with the latest developments, you’ll be left behind by your competitors. Thus, you need to invest in key technologies to improve your overall recruitment process and create a better experience.
Here are some things that you might want to consider investing in:
Recruitment involves several aspects of marketing and advertising, particularly brand-building and developing engaging, memorable content.
Using recruitment software can help in these aspects, as well as in candidate matching, customer relationship management, and even data analytics.
Do note that there are a lot of software options available, although many of them combine different features to become all-in-one services. Many of them are also designed to be compatible with other software.
For example, Brokerkit is a customer relationship management solution for real estate brokers. It’s compatible with BrokerMetrics, a software that offers data analytics and insights about the real estate market. (You can Learn More here.)
That said, make sure to assess your needs as a recruiter and as a company so that you can make the right choices.
Modern customers have come to expect fast, efficient service from brands. This includes receiving prompt responses to inquiries.
This used to be an unreasonable expectation (humans need rest, after all) until chatbots came into the picture. Now, brands can answer questions from interested parties no matter when they submitted the query.
Thanks to the lightning-fast pace of technological advancements, chatbots are also now being utilized as pre-screening tools. Chatbots can engage with applicants to collect responses and documents, using human-sounding conversation prompts.
In addition, chatbots can also be used to schedule interviews, give updates to applicants regarding their application progress, and even recommend more suitable job positions based on a candidate’s credentials.
Programmatic advertising refers to bidding for media space on online platforms where your target market is more active.
For brands, this means that the people who see their ads are more likely to make a purchase. For recruiters, this means that the people who see job posts are active job seekers who are interested in the specific position being advertised.
Programmatic advertising can also result in a higher-quality candidate pool and more cost-efficient hires, not to mention create a more streamlined recruitment experience.
COVID-19 has underscored the importance of video conferencing software. These seemingly simple apps can be utilized by businesses in a variety of ways, including conducting meetings or, indeed, interviewing job candidates. What’s even better is that these functions will still be useful well after the pandemic is over.
Aside from conducting job interviews, video conferencing tools can also be used to pre-screen candidates. Those who make it past the initial round will be the ones to be interviewed face-to-face.
Video conferencing also level the playing field somehow. For example, there may be candidates who may not be able to travel to a company’s preferred location for an interview. With video conferencing, such candidates don’t have to decline the interview completely and thus still have the chance to land the job.
Finally, video interviews can help businesses fill open job positions much faster. This results in a variety of positive effects, including a more positive hiring experience and boosted productivity.
Job aggregators crawl content from social media platforms, career sites, and job posting boards to help you advertise open positions. This is possible through the help of artificial intelligence.
Not only do job aggregators help direct applicants to your unique job listings (which helps with trackability), they can also help you monitor your competitors’ job listings. As a result, you can make comparisons and adjust your own postings to make more effective content.
Earlier, we touched upon data with respect to recruitment software. However, data is not merely an adjacent technology but rather an entity all on its own.
Coupled with analytics, recruiters can identify the best candidates for a job position based on their previous performance, previous experience, and other crucial information.
Data-driven recruitment can also help fine-tune the process and spending by determining the sources of quality candidates and hires.
As a result, companies can better allocate their budget for job ads. Finally, data can help eliminate hiring biases, resulting in a more diversified workforce.
With the way and speed that technology evolves these days, it’s reasonable to expect that there will be more innovations coming.
Only time will tell if these innovations will also affect the recruitment industry. Thus, you need to keep yourself informed so that you can make the right decisions at the right time to stay ahead.