Tech-driven recruiting practices are changing how we hire. Here’s what you need to know.
The manual recruitment process just isn’t cutting it anymore. Besides the obvious compliance implications and unnecessary workload that comes from outdated systems, job seekers expect more from companies. Consider these numbers:
- 70% of job candidates will ditch an application that takes longer than 15 minutes to complete.
- More than half of candidates expect to hear back from a recruiter within a week.
At the same time, it can take up to 49 days to fill a role.
Let’s face it: The HR team or single recruiter has too much on their plate to be meticulously vetting hundreds of resumes.
As a result, tech-driven recruiting practices are on the rise. From artificial intelligence (AI) to candidate experience apps and integrating a video interview process, there are many better ways for the recruiting team to refine their strategy.
7 tech-driven recruiting practices
When it comes to HR tech, there are a lot of options. Here are our top 7 recent innovations that you should consider when developing your recruitment strategy.
1. Mobile apps
In 2020, 61% of applications were submitted on a mobile app.
Think dating app, but for talent acquisition, and you’d have a good idea of some of the modern recruiting applications. While there are traditional job aggregates like Monster or Indeed, there are an array of new mobile apps that target specific talent and recruiting needs. For example, Interview Assistant Pro is an iOS app that provides tools to prep for interviews and Shapr allows recruiters and candidates to find each other through swiping.
How big are mobile apps as recruitment technology? Pretty big. In 2020, 61% of applications were submitted on a mobile app.
2. Virtual interviews
Zoom interviews used to be reserved for hiring remote freelancers across the country or even abroad. But since the onset of the pandemic, recruitment strategy has adopted the video interview for local candidates. Virtual interviews provide several capabilities that in-person interviews do not. Screen sharing for projects and online tests are just two things that are far easier to accomplish via video interview. On top of that, the candidate and the recruiter both save time commuting.
Recruiters can save even more time by accepting pre-recorded interview footage. Some companies, Spark Hire, allow a potential employee to send a video of them answering pre-set questions. This isn’t ideal, but reviewing videos as opposed to a live interview can save time for the recruiting team.
3. Job simulations
Another significant advancement in recruiting tech is the use of realistic job simulations. After all, wouldn’t you rather have the candidate experience job than rely on a job description? Virtual reality (VR) technology makes realistic simulations a cinch. While we are still in the early days of using VR as recruitment technology, many major corporations have used it for office tours or problem-solving tests to evaluate potential candidates.
But that’s not all. It’s also possible to integrate VR into a mobile app to attract talent.
While we are still in the early days of using VR as recruitment technology, many major corporations have used it for office tours or problem-solving tests to evaluate potential candidates.
4. Artificial intelligence and recruitment technology
AI technology has taken the average chatbot to another level. In the past, a recruiter would have to manually feed questions and answers to a chatbot, and the robot would not be able to pivot or make conversation. These days, AI-powered chatbots are so powerful that 73% of candidates can’t figure out if they are talking to a bot or a person. AI technology like HUmanly can help overworked recruiters streamline interviews, screening, and reference checks.
But it’s not just chatbots. AI technology also cuts through the noise when reviewing resumes and CVs, making it easier to find the right candidate, faster.
5. Social media
Over the years, social media has become a critical component of a successful recruitment strategy. Recruiting teams are rapidly able to contact job seekers and discover top talent on major platforms, including Twitter and LinkedIn. Social media is great for streamlining recruitment marketing and even screening potential candidates.
6. Candidate NPS
The HR team is well acquainted with the net promoter score (NPS) system. But now it’s being applied to candidates, too. The goal of integrating a candidate NPS into your interview process is to evaluate the candidate experience. This makes it easier for a hiring manager to protect brand reputation and solve potential issues early on in the recruiting process.
7. Use an applicant tracking system
Most HR teams and recruiters use an applicant tracking system (ATS). The fact is, the volume of qualified candidates is too high to process without technology. An ATS program largely streamlines the recruiting process. It manages and stores all documentation related to candidates and new employees. It also keeps a log of the recruitment history. But another significant benefit is that using an ATS makes it easier to maintain compliance. Personal information must be stored securely. As far as HR tech goes, an ATS is a must-have.
Tools for successful recruitment
Finding the right candidate isn’t easy — but it’s worth it. And a streamlined recruitment process can make the experience easier for both the potential candidate and the hiring manager.
Of course, the challenges don’t end at recruitment. Onboarding can be just as critical to retaining your new talent. Make sure to swipe our Onboarding Checklist for all the best practices.