Tech mastery for better candidate hiring

As a business owner, you may be reading about how in 2018 companies need to mature practices like strategically using recruitment marketing and employer branding, measuring quality of hire, improving candidate experiences and shifting to mobile search options. A digital interview platform meets all those requirements. Their suite of offerings is an embedded commitment towards improving the candidate interview experience, enhancing your branding and implementing mobile recruitment strategies that deliver value to your bottom line.

According to industry thought leader John Sullivan 2018 is the ‘year of the algorithm’. The right recruiting function takes the shift away from past practice decision models to data-driven decision models. Your talent acquisition team can finally catch up to their sales and marketing colleagues in adopting digital interview platforms to automate various interview rounds, psychometric assessments and candidate evaluation.

A smarter today in 2018

Now is the time Human Resources teams and talent acquisition divisions will learn about AI, machine learning and bots. A recent Harvey Nash HR Survey noted 15 percent of HR thought leaders from 40 different countries saying AI and automation have started impacting their workplace plans.Apps with built-in video recording and streaming facilities to enable video interviewsare fast entering the market. Connectivity and communication tools are allowing recruiters to execute difficult tasks by speaking to candidates.

Talent acquisition specialists are also beginning to use AI. Slowly the recruiting world is moving away from the point of candidates seeking a job to where the job seeks the candidate. According to experts, now AI can analyse job descriptions, compare the details to a resume and then reach out to candidates through e-mail to request for their application. This is the future.

Freelance vs Full time

Recruiting process outsourcing is slated to be the next big thing in 2018 with RPO firms being an essential addition to agencies’ survival. Experts highlight the two major factors for the rise of on-demand workers being workers’ demand for flexibility in roles and a shift in organizational strategy from needing people in an office to needing people to complete a task.

From Social To Cognitive – the rise of recruitment tech

According to big players like Deloitte, talent acquisition’s largest disruptor will be experimentation with tech solutions and services. Thanks to 70 percent of TA systems coming from third-party providers, companies are always looking to capitalize on new technologies to reduce overheads and add value to their talent acquisition strategy.

From chatbots turning popular to NLP, machine-to-machine learning and robotic process automation, tons of innovative ideas are filling the TA world. While cognitive TA is the domain of majorly small, single-solution startups, platforms such as IBM’s AI pioneer Watson is now three elements essentially: an ML platform ranking priority of open requisitions, social listening for company reviews and a tool matching candidates to jobs via a ‘fit score’ based on career experiences and skills.

The applicant tracking system is now being augmented by providers with other TA technologies including video interviews, analytics and candidate relationship management. Example: HR software agency Lever has redesigned the ATS to work towards candidate relationship management, offering real-time reporting and recruiting functions.

According to Deloitte, only 6 percent of global business leaders believe their company is competent at using gaming platforms and simulations to attract and assess the right candidate, with nearly 72 percent of leaders claiming their company to be weak.

Which percentage do you fall into? Seek out the iRecruter platform where mobile, video and online recruitment are being seamlessly brought into 1 accessible interface for faster, more valued talent acquisition strategies.

Adarsh HM
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