We live in an age where even a simple innovation in technology can alter paradigms and has the power to revolutionize the way we look at things. Naturally, the Human Resource (HR) function and the processes within it have not been immune to the effect of technological advances.
The use of technology in HR is gaining momentum and shaping and debunking traditional notions. For instance, some technology platforms have flipped the relationship on its head, allowing candidates to post their digital profile online and wait for businesses to come to them.
Forward-thinking HR leaders are leveraging the synergies between human resources and technology to rake in significant benefits. With critical advances in artificial intelligence (AI) and machine learning slated to disrupt the function, these are exciting times for HR practitioners.
In this blog, I examine the rise of technology use in the recruitment process specifically, and the future of talent acquisition.
Technology is reshaping talent acquisition
Before the advent of Applicant Tracking Systems (ATS), job boards and AI, the recruitment process was painstakingly slow. In fact, 30 to 40 years ago, recruiting meant posting an advertisement in the newspaper, waiting for applications to come through the mail or hoping prospective employees hand out their applications personally to your office.
The internet changed all this. From the paper-based methods of posting and receiving applications, the process moved online. Recruiters now have access to a large pool of talent waiting to be acquired, from across a variety of channels like social media and job portals.
Getting the most out of technology
While the technology to support recruiters in the talent acquisition process is available in abundance, it’s essential to choose the right solutions. Some of the solutions that can be helpful to you as a recruiter are:
ATS to manage the recruitment campaign
Instead of sorting and managing candidate applications manually, you can use the ATS to post vacancies, view CVs, collect candidate information, and even track candidates’ progress through the hiring process. This will reduce the time recruiters spend on administrative work, and focus their time on what they do best – talent acquisition.
Engaging with the candidates – Social Media
Today, candidates are not going through newspaper advertisements looking for job vacancies; but, on their mobile phones and various job sites —wherever they are, whenever they want. This is why it becomes increasingly critical for recruiters to add social media platforms to their recruitment process. A concise, attention-grabbing job posting to a targeted audience will attract the right talent, rather than recruiters screening candidate after candidate on various job sites.
Incorporating AI and machine learning into the screening process
With AI, unconscious bias is removed from the recruiting process. Gender, race, language, and other factors are not considered when shortlisting profiles. AI can automate the CV evaluation process at a large scale, analyzing thousands of CVs in a fraction of the time it takes a human recruiter.
Moreover, it can automatically categorize candidates based on the provided job profiles. Similarly, the use of chatbots in the recruiting process is also on the rise. One such example is Mya, a recruiting assistant that automates up to 75% of the recruitment process. It communicates with candidates either through its native environment or messaging apps like Facebook Messenger.
The future of recruitment…focus on the ‘people’
Essentially, the traditional recruitment process has become obsolete. However, that is not necessarily a bad thing.
Yesterday’s recruitment process left much to be desired. Back then, while recruiters lacked the means to truly engage with candidates and find the ‘perfect’ fit for a job profile. Today, modern technology has done much to simplify the process while helping recruiters find the perfect fit for a job profile.
As time goes on, the recruitment process will only become ‘smarter’ as recruiters and hiring managers utilize AI, Machine Learning, and even Data Analytics to get a complete understanding of the candidates they engage with. Very soon candidates will be engaging via mobile devices and receiving tailored responses from intelligent chatbots.
Of course, AI will not replace the human operator, but it will help recruiters focus on the ‘people’ rather than the ‘process’, thus making them more effective to hire right.
To quote Ryan Leary of Recruiting Daily,
“The goal of AI and automation in recruitment is to streamline the process with the end goal to reduce the cost of hire while improving the candidate experience.”
About the Author
At Brillio, our customers are at the heart of everything we do and that’s why we are relentless about delivering the technology-enabled solutions our customers need to thrive in the digital economy. Born in the digital age, Brillio embraces the superpowers of technology to help clients to not only improve their current performance but to rethink their business in entirely new ways. Headquartered in Silicon Valley, Brillio has exceptional employees worldwide and is trusted by hundreds of Fortune 2000 organizations across the globe. We leverage our depth of expertise in agile engineering to accelerate customer growth and bring human-centric products to market at warp speed.