Three State-of-the-Art Technology Innovations that are Transforming the Recruitment Landscape Rapidly

Want help with your hiring? It's easy. Enter your information below, and we'll quickly reach out to discuss your hiring needs.

According to the State of Talent Acquisition 2019 annual report, one of the most significant problems organizations confront is talent acquisition.

With technological advancements sweeping the market and a greater emphasis on skill evaluation, identifying high-potential talent before the competition has become a marathon.

Additionally, as the employment process evolves from newspaper ads to social recruiting, automated recruitment is the next industrial revolution. Organizations have begun to move away from manual hiring methods and toward technology-driven processes.

Here are three ways that technology is improving the talent environment.

Three Ways How Technology Is Changing the Talent Landscape for the Better

1. Employer Brand Values Can Be Boosted by Technology

Building a strong employer brand should focus on every employer in 2022 and beyond to recruit and retain top-quality personnel.

With more companies attempting to improve workplaces and investing more in employee engagement, your brand must generate favorable buzz in the marketplace.

According to a recent LinkedIn report, 75% of prospects consider employee branding before joining a company. A favorable employee brand can help you attract top people, retain them, and automate the closing of multiple requisitions.

How can technology help in this situation? Modern tools, software, and solutions can make a significant difference.

Whether through a clever career site, optimized job websites, a suitable social media footprint, or a candidate relationship management (CRM) system, technology may help businesses achieve a more polished branding strategy – and all the perks that come with it.

2. Innovative Technologies Can Help Candidates Have a Better Experience

Millennials, according to Gallup, want more input and regular feedback to be acquired or retained as experience matters a lot, and having the required technology in place seals the deal.

When candidates have several career options, you must give them a compelling incentive to join your company, which should be something other than a significant income. Providing a positive applicant experience is sufficient.

Sourcing, screening and selection, and onboarding are the three stages of the recruitment process. You aim to make each process as fluid and painless as possible so the candidate feels, “This company has a well-organized recruitment process. It has to be a pleasant environment to work.”

If there are blockages in any of these stages, or if candidates receive the impression that your recruitment process is going awry, they may look for a better fit elsewhere. You’ll need to adjust job specs to find new candidates.

Thanks to recruitment technology, several alternatives are available to you to deliver a positive candidate experience.

3. Technology Can Improve the Quality of the Talent Pool

According to Dr. John Sullivan, an HR thought leader, it varies by organization and role, but each corporate job description on traditional job boards receives an average of 250 resumes.

Consider that among the 249 individuals who did not cut, several may possess the necessary skills and qualifications for another position inside the organization.

Adding on, previously, businesses lacked systematic evaluation and recruitment methods. They mostly used newspaper ads, walk-ins, unstructured face-to-face interviews, and even pen-and-paper tests to fill openings. They eventually learned, however, that these strategies had limitations.

Traditional recruitment approaches were time-consuming, complicated, and biased. Thankfully, technology can handle the most labor-intensive tasks.

They could not assess candidates’ soft skills or comprehend their flaws since HR lacked reliable data or a framework to base their screening inquiries. This resulted in a rise in candidate dropout and early attrition, putting employers in a bind.

As a result of this unstructured procedure, online exams have emerged to assist in shortlisting people who are suited for a job posting based on their talents.

These pre-employment assessments indicate a new hire’s on-the-job success and retention. Companies are rapidly making their talent acquisition process more practical, time-saving, and exciting to attract skilled individuals, with top talent typically available on the market for ten days on average.

According to a survey, 53% of companies employ competency-based interviews, and 40% of companies use video interviews to get top talent.

Newer recruitment approaches boost not only candidate involvement but also improve hire quality. The use of assessments climbed by 132% in the IT/ES business in 2017, while it increased by 217% in the Banking Finance Services, and Insurance (BFSI) industry.

Emerging technologies in the employment process demonstrate the usefulness of new-age tactics. The new innovative recruitment tools collect candidate feedback and consolidate responses into a final report highlighting the strengths, negatives, and places for development.

The data-backed outcomes increase the employer brand’s value, improve applicant experience, improve talent pool quality, and seamlessly facilitate bulk and specialty hiring.

Additional Strategies to Unlock Recruitment Success With Technology Innovations

Companies can adopt the following strategies to improve their chances of success during a change:

Rethink Your Work Environment

According to McKinsey studies, recruitment success requires digitally knowledgeable leaders and a workforce capable of implementing digital transformation initiatives.

Digitization, automation, and other technological advances will have huge workforce ramifications, and businesses will need to invest in and hire radically different skills and talents.

Whether or not a company has begun a digital transformation, all businesses must examine how state-of-the-art technology will affect their businesses in the medium and long term and the skills they will need to stay current.

Organizations must build clear workforce strategies to determine the advanced technical skills and competencies they presently have—and will need —to achieve their long-term objectives.

Upgrade the “Hard Wiring” of the Company

Your company must enable employees to work differently and keep up with the faster speed of business since technological advancements require new ways of working and changes to the organization’s general culture.

Installation of a few AI tools and process enhancements, as well as the construction of a more flexible operating model, that is, the organization’s hardwiring, will enable these advances. HR leaders, too, have a crucial role in letting go of old habits (command-and-control supervision, for example).

Since all leaders will have the requisite experience to support or implement such changes, specific leadership-development programs may be able to assist hiring managers, recruiters, and employees in making the necessary mental and behavioral modifications.

Change Your Communication Method

According to a poll conducted, 34% of candidates prefer greater communication from firms during the employment process. Candidates want to understand how they’re doing and if you’re still interested in them. When people don’t know where they stand with a potential employer, especially when their livelihoods are on the line, it irritates them.

You can provide automatic updates to job seekers throughout the process using an application monitoring system. These additional touchpoints show candidates that your business appreciates their time, whether you’re merely telling them when they can wish to receive back or offering them more extensive instructions.

To support the new, faster ways of working and the faster mindset and behavior changes that a technological transformation requires, firms must get more creative with the channels they use in a digital setting.

One trend is moving away from traditional one-way communication channels (such as company-wide emails) and toward more interactive platforms (such as internal social media) that promote open dialogue across the firm.

Developing more concise and tailored messages for people in the organization, rather than long conversations, is another key to effective communication.

Recruiters must prioritize automation to attract the best people in today’s environment and shorten time-to-hire, giving them more time to build relationships with and secure suitable candidates.

Contact today to learn more about how artificial intelligence (AI) recruitment software and other technological advancements can help you lower your HR management costs, build reliable talent management pipelines for your hiring process, speed up your efforts, and optimize your recruitment process.



Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.