Do you remember the good ‘ol days when job hunting meant flipping through pages and pages of newspapers? And resumes were either mailed or handed in personally to human resources departments?
Employing new recruits to fulfill vacant positions were time consuming and costly—only to be dismayed that the prospect was not a right fit after all.
Decades ago, scouting for the perfect candidate was like finding a needle in a haystack. It required hundreds of hours reviewing resumes, crafting job announcements, and personally interviewing a large network of applicants.
But, thanks to technology, the recruitment process has become more efficient today. Here are ways technology has influenced the recruitment landscape:
It has become more precise
In a study conducted by online recruitment website, Glassdoor, they discovered that the current hiring process takes ten times longer (23 days) compared to 2010 (13 days). In the United Kingdom alone, the process jumped from two weeks to about four.
The process might have taken longer, but it has become more competitive as well—for a good reason. Based on the same study, the extra few days needed to review an application is attributed to how companies are implementing tougher screening processes. Applicants can now be subjected to take skill tests, drug and personality tests, and background checks.
Even online profiles have a role in the process. Recruiters are using data from professional online networks like LinkedIn to effectively assess someone’s expertise and match it with a suitable position.
Prior to using digital platforms, recruiters would spend a lot of time advertising vacancies on newspaper ad spaces or job boards. Though, it may be viewed by many, it was almost close to impossible to ensure you are reaching a specific market or your target audience.
One of the most recent innovations in recruitment is pragmatic display advertising, which allows you to zero-in on the right type of candidates. With the use of syndicated display ads, virtual job postings are delivered to a unique set of users based on online behavior. The data is aggregated from cache or cookies, which meant, your key messages are served to a tailor-fit set of audiences.
More sources of information
Back in the day, people would only know you were hiring by word-of-mouth, newspapers, or job boards. But today, digital technologies continue to redesign how information is passed on.
For instance, purchases are completed only after an extensive research and businesses are able to expand globally through e-Commerce—all with the power of technology.
The digital platform has blossomed into an information hub and opened a lot of opportunities in recruitment. Across the web, you can find online recruitment websites which allow aspiring applicants to search and apply easily. Recruitment is no longer limited to traditional media.
Use of smartphone to access candidate databases
As the usage of 3G, 4G, and LTEs become rampant, you can now gain access to a comprehensive database of candidates at your fingertips.
Online recruitment platforms are designing mobile-friendly websites and launching smartphone applications to make the process more convenient. Sending job applications is now one click away.
From multinational companies to your average mom-and-pops-store around the corner, companies are seeking innovative ways to trim down the hiring process. The trend has led recruiters to adopt video interviewing technologies using low or no cost services like Skype.
Virtual screening can also connect you with candidates beyond the local workforce and help you compare aspiring applicants at a global scale.
Use of big data / data analytics
While big data and data analytics have been beneficial to businesses as a whole, these have also changed recruitment in terms of expediting decision-making and managing expectations of hiring managers, considering the abundance of information on social media and other online profiles.
With the gathered data, recruiters can make their job posts more precise by including criteria such as specific skills, behaviors, and values which they think can contribute to the company’s success. Also, this can lead them to talents with high retention rates, as determining how long people stay in their jobs is crucial for recruiters as well, not to mention, enable them to measure the success of the candidates to help them get the job. Ultimately, filtering prospective candidates has become easier because of data analytics.
Improving diversity in workplace
Having diversity in the workplace due to the use of data-driven recruiting solutions has opened up chances of earning greater market share and higher profitability. This is because technology has enabled companies to access a wider and deeper talent tool, as well as create a more in-depth character profile they might not have seen before.
With candidates coming from diverse ethnical, racial, socioeconomic, and gender backgrounds, lower employee turnover rates can also be expected as a result.
Technology has indeed revolutionized the way we do things. This is why companies like ThisWay Global, a Cambridge-based technology companies continues to find ways to innovate the process. In fact, ThisWay Global recently developed a machine learning analytics platform that can help you handle large amounts of complex data. The platform uses novel sourcing methodology with large-scale matching and machine learning algorithms to find you the perfect candidate for the job.
Latest posts by Mark Stevenson (see all)
- 8 Strategic Steps to Successful Volume Recruitment [Infographic] - May 24, 2017
- How to Solve the Top 5 Problems Faced by Recruiters Today - May 12, 2017
- Normal Hiring Process VS Machine Learning Recruitment: A Comparison Guide - April 20, 2017