Today, an effective HR professional must leverage technology to enhance office productivity and streamline formerly time-consuming tasks, such as payroll processing. While tech innovations are transforming HR in general, it’s also valuable to know how tech can improve the recruitment process.
The following are just a few examples of how tech is changing the way HR professionals recruit talent. By implementing one or more in your recruitment process, you’ll save time and money and boost your odds of hiring the right people.
Reducing Bias with AI
You might not even realize it, but your unconscious biases can impact your decision-making processes, particularly you’re when sifting through a fresh set of resumes. First, know that all humans are vulnerable to bias. This is where artificial intelligence, or AI, can be incredibly helpful.
AI helps eliminate that bias by quickly reviewing candidates with an objective focus on only work-related factors, such as relevant work experience, qualifications, etc. In addition to its impartiality, AI helps you save time, as the process of looking through applications by hand can be tedious.
Reaching Applicants with Apps
In 2011, just 35 percent of Americans owned a smartphone, according to a study by the Pew Research Center; today, it’s 77 percent. You would be remiss if you didn’t use this to your advantage. You can easily utilize a job search app that makes applying to a position in your company a snap. Not only will an app make it easier for qualified applicants to apply, but it means your job posting will reach a wider audience.
Using Social Media to Research C-Suite Candidates
Filling any job involves many steps, but when hiring someone for a C-level position, you’ll also want to be certain they’re actively enthusiastic about your industry. This is something you might not consider when filling a lower-level position.
Social media makes it easier to determine if a candidate possesses these qualities. For instance, you can research someone’s LinkedIn account to see if they’ve written or shared content related to your field. This can give you some insight into their overall dedication to the industry.
Storing Old Applicant Information in the Cloud
Recruitment often takes a fairly substantial amount of time. The problem is, the more time you spend on recruitment, the more money you spend on the process as well.
Finding ways to save time is important. One simple way to do so is by contacting past applicants. An otherwise qualified candidate who simply wasn’t the right fit for one role could be perfect for another. Using the cloud to store applications helps you easily track down these candidates.
Finding the Right Personality
You probably know that recruitment isn’t only about finding someone who has the ideal qualifications for a role. The right candidate should also have the right personality. Someone who enjoys solitude and working quietly might not appreciate an open office, for example.
Luckily, you can easily incorporate reputable personality tests into digital applications. These tests can help you to sort through your options to identify people with the personality traits you’re looking for. This can be particularly helpful when you’re filling C-suite roles.
Addressing Applicant Questions
Applicants may have several questions during the recruitment process, but you might not be always available to address them. However, an AI-powered chatbot can be. While it may not be able to address questions specific to your organization, it can answer basic questions such as “What time is my interview scheduled for?” or “Who will I be interviewing with?”
A chatbot will save time on HR’s end, and it will offer a more convenient experience for the applicant.
Analyzing Recruitment Data
Understanding how to improve your recruitment process requires understanding which areas need improvement. By combining the data management capabilities of big data solutions with the data analysis capabilities of AI, you can analyze various details of your recruitment processes to identify how key factors impact your overall efficiency.
For instance, you might find you spend a significant amount of money using a popular online job board that doesn’t seem to attract many quality applicants. You might be better off using those funds on another resource. Or, perhaps an AI analysis will help you determine the ideal length of a job listing. You can use these insights to post stronger job descriptions in the future.