Enterprises receive an average of 250 applications per profile. Imagine having to go through every application. The advent of online job portals, social media platforms, and new tools and software has changed the way recruiters hire and the way candidates search for jobs. Recruiting, evaluating, and selecting are important yet tedious processes across an organization. Manually sifting through resumes and shortlisting applications can be time consuming. Technology can make the whole process faster and more efficient. He 94% of recruiters and hiring managers believe technology has a positive impact on the hiring process.
How technology has changed the way we recruit
From the 1990s, when newspapers and referrals were the primary source of information for finding jobs, to today, with the rise of internet penetration, the emergence of online job portals and the use of technology devices such as smartphones, laptops and tablets, The way I work has completely changed. we work Real-time mobile app notifications mean employers and employees can connect seamlessly.
The rise of remote hiring
Technology has connected employers and candidates, but the pandemic has acted as a catalyst, paving the way for employers to integrate technology into their hiring processes. Social restrictions have forced employers to resort to virtual means such as video interviews and online assessments. Candidates can be assessed on their technical, communication, and behavioral skills. All online, using AI-powered tools and software that make the process fast and unbiased.
Also introduced as an emergency measure to keep things running is that people realize that with the right technology and a stable internet, they can stay productive even when working from home or elsewhere. , which was immediately acclaimed. Remote work has quickly become the norm. Employees prefer to work remotely, so employers need to adapt and switch to remote employment.
A technology-driven future
It’s not just about remote hiring. Fully embracing technology means automating simple tasks to improve the hiring process. ATS not only allows you to store a large number of resumes for different job titles, but also allows you to categorize them in an appropriate way. Manual sourcing and screening will become obsolete as the number of skills and jobs increases and the next generation of workforce enters the pool.
Using AI and ML algorithms to match resumes and job requirements is highly accurate, easy and efficient. In the future, candidate profiles, accolades and transgressions will be put into an immutable blockchain to establish proof of trust. At the same time, platforms that help candidates find suitable employers will be available as well.
Management and employee experience review and approval will be immutable and authoritative. Therefore, every aspect of hiring – from sourcing to screening, evaluation, and finally verification and background checks – will be driven by technology.
Recruiters aren’t the only ones to benefit. Recruitment and selection technology helps streamline the entire candidate journey and make it more user-friendly. Automated emails and messages help improve communication by keeping candidates up-to-date on their application status. As technology drives each stage of the hiring cycle, candidates learn more about recruiters’ hiring intentions.
At the same time, recruiters can also learn about the possibility of rejection. Data about a candidate’s past behavior, such as repeatedly accepting offers but not joining an organization, is captured by AI.
In addition, instances of employers delaying onboarding candidates or not providing jobs in line with job descriptions are minimized.
Organizations today are at different stages of technology adaptation, and those that leverage these technologies in the best possible way within the shortest timeframe will thrive faster and stay ahead of the curve. There is a possibility. Technology can help save money and time, but finding the right balance between technology and human interaction is essential.
Recruiters can’t rely on AI alone to understand how a candidate’s skills align with organizational goals. Recruiters and hiring managers should take care to engage with candidates on a personal level. Technology is not ready to completely replace humans. HR, recruiting, and line management are, and will continue to be, inherently people-centric tasks.
(I am the founder and COO of Uplers, a recruitment platform that helps remote-first companies.)
Disclaimer: The opinions, beliefs and views expressed by the various authors and forum participants of this website are personal and do not reflect those of ABP Network Pvt.Ltd.
