What does the future of recruiting look like? If technology use today is already foundational to daily operations and job performance, then relying on digital tools and smart software will become an essential asset for any business or HR team looking toward success down the line.
Integrating technology is not only advantageous on the production side of business, but it also can become a powerful recruiting tool when enlisting new talent. With 58% of business leaders reporting that their technology offerings are a deciding factor in a candidate’s decision to work for them, recruiters stuck with outdated hardware may struggle to compete for the best talent.
By informing yourself and your recruitment team about the current trends dominating this space, you can help your organization tailor its strategies around the workplace’s trajectory toward greater reliance on technology.
As an increasing number of business leaders and professionals recognize the many use-cases that automation can provide, this piece of AI-powered technology has expanded into conversations and departments at every level of organizations. Recruiting is no exception.
In fact, entire automation systems exist that seek to streamline the hiring process, giving your human recruiters the time and energy they need to embark on more pressing projects. For example, sifting through resumes to find the ideal candidate for a single position consumes one-third of the average recruiter’s workweek.
Other tedious tasks, such as emailing individual candidates and organizing applicant information, threaten to occupy the other two-thirds of your recruiting team’s time.
Automation addresses these repetitive motions and looks to discover if there are solutions to transform these manual workflows into a digitized alternative.
Here are just some of the many features of automation for recruiting teams:
Send and personalize emails to your candidates with the click of a button
Collect massive amounts of data on job seekers considering your company to inform your recruitment marketing decisions
Generate templates for job descriptions and populate this information accordingly
Sift through resumes and cover letters to find the most qualified individuals
Organize, sync and update your calendar with interview sessions
If your recruiting teams are struggling with some or all of these problems, it may be time to consider integrating an automation solution into your hiring platforms.
Virtual Recruiting Teams
Plenty of companies rely on full- or part-time remote employees to deliver their products and services—why not extend these benefits to recruiting and staffing teams as well?
When developing their remote work policy, many companies don’t consider offering the same flexible work benefits packages to these auxiliary departments.
Largely, this is because having an on-site HR presence helps candidates attribute a “face” or personality to your company and ensures that there will be at least one person they recognize their first day on the job.
However, with global mobility assignments growing by 25% this year and a projected 50% by 2020, it no longer makes sense to house your administrative teams in one location. This, coupled with a growing demand for greater tech usage by recruiters, enables companies to make virtual or off-site remote teams a reality while still exercising workplace communication best practices.
Preliminary screenings via phone or video interviews are already the new normal, with over 60% of hiring teams using video conferencing technology to evaluate candidates. Allowing your recruiters to work wherever they are most comfortable is the natural next step.Further advancements in these tools allow individual recruiters to take this technology with them wherever they go without compromising on a cohesive, team-based hiring strategy. Video conferencing applications, chat platforms, and phone services, as examples, have existed in business spaces for several years (or in the case of telephones, decades), but technology today allows these to fit within the umbrella of a much more cohesive tool.
Many virtual teams today employ the services of tools such as Unified Communications to consolidate their communication platforms. Because Unified Communications as a Service is powered through the cloud, your remote recruiters will only need their laptop and an internet connection to dial into phone calls or sync up for a video conference.
Talent Sourcing and Outreach
As opposed to waiting for candidates to come to you, talent sourcing endorses the practice of actively securing interest and converting applicants into team members.
These professional, industry-based platforms are the ideal space to facilitate conversations between employers and field experts, which is why talent sourcing has become an essential strategy in every recruiter’s toolbox.
Actively searching for and reaching out to talent in your field is successful for one simple fact: not every person interested in new professional opportunities is outwardly seeking them. A report from ERE found that 61% of today’s workforce is satisfied with their current job, but an overwhelming 82% are open to new positions. This means that your job listings are sitting unread by many professionals who would consider a new place of employment but haven’t taken the next step to get there.
If you’re hiring teams don’t already use talent sourcing, you might not be sure where to begin. Fortunately, there are several inexpensive services and tools that can get you started on the right track. Email address locators make it easy to quickly find and contact your prospects without spending any additional time scouring their online profiles.
Other solutions, such as talent connector applications, do the work of finding the right fit for the job by pairing you with local talent that fits your search parameters. Matching with your next new hire becomes as simple as swiping left or right.
Gone are the days where phones are used to text, talk, and snap the occasional picture. Internet access through mobile devices, such as tablets and smartphones, has spiked over 200% in only the past five years in both personal and business spheres. This data corresponds to an increase in the average time people spend each day on mobile devices (when compared to desktops), which has influenced businesses to place higher stock in their mobile online presence and branding.
Public sentiments may express that demand for mobile compatibility comes exclusively from younger generations in the workforce, but the numbers beg to differ—especially when it comes to applying for jobs.
In 2016, a study by Indeed revealed that 78% of millennials used their phones to find jobs online, which was only 5% higher than Generation X applicants. The research also showed that the demand for mobile job search options resonates across industries and positions, making phone and tablet compatibility a perennial concern for recruiters and marketers.Recruiters can capitalize on the accessibility and convenience that mobile devices offer by ensuring that their company’s online job postings accommodate these smaller screens. Make sure that you share available positions on mobile-first websites, including social media platforms like Instagram, Twitter, and LinkedIn.
If your company website does not present the same capabilities when shrunk to fit on a smaller screen, it might be time for you to schedule a meeting with your web development team, aiming to create a mobile user experience that is intuitive and easy-to-view.
Finally, because 75% of consumers say that they use their smartphones to access their email inboxes, you should revise the images and text in your job alert emails for your smartphone audience, reverting to short, information-rich paragraphs and smaller graphics files that are easy for cellular devices to manage.
About the author:
With a focus on technology and the ways it connects all of us, Alexis Sanchoff is a digital writer extraordinaire with a penchant for researching new, more efficient ways of doing business.