Talent acquisition has drastically changed over the years. With digital media taking over the traditional methods of recruitment, talent-seekers now have to leverage different platforms to choose the right fit. The new generation hiring techniques are characterized by state-of-the-art technology where both in-house recruiters and agencies can find talent pools alike. Accessibility is key during the search for the ideal candidate, and digital tech paves way for the same.
Evaluating different decades of change, the setting in of digital recruitment or digital interviewing can be categorized over 3 different eras- the 80s, the 90s and post-90s. Technology has significantly found its way and conquered the hiring industry.
The 80s- The only tools available for accessibility were newspapers, fax, advertisements and other printed media. Recruitment in this era was solely dependent on skill hunting by developing one-on-one relationships with the candidates.
The 90s introduced a slow, but steady wave of the internet into recruitment processes. The 90s were fueled by the internet and emails. With the introduction of professional websites like LinkedIn, interpersonal interaction was significantly reduced. Emails had their liabilities with large amounts of irrelevant bulk emails being sent out to unrelated candidates which led to a plethora of accumulated data.
With the post-90s phase underway, this is the most advanced era yet, backed by efficient strategies to identify the right talent pool. However, the process of hiring has become difficult as people are re-inventing the way they manage their careers through the digital invasion.
The best way to optimize on identifying the right talent is to find the right combination of both the eras and utilize them in daily life. Interpersonal skills from the first era have to be brought in, along with the efficiency of modern tools. With more dynamic tools being introduced every day, here are a few predictions on how the hiring market will change in the coming years:
AI and chatbots
Artificial intelligence is based on technology that adapts, learns and crafts responses from analyzing different responses. This will enable recruiters to access and analyze large amounts of data and consequently infer different responses and patterns from it. The ability to automate monotonous and time-consuming processes of hiring is a key reason why AI trumps over traditional methods. Candidate sourcing and profile screening can be performed with the help of search filters in AI. Keywords are compiled from profiles of candidates and they are thus categorized.
VR and holographic computing
As specified earlier, it is important that companies sustain interpersonal relationships with candidates to identify the right talent. Immersive technologies like VR provide a digital tour of the office without having to physically appear at the venue. Engagement and retention strategies are highly essential and a part of what we call, “Candidate Experience” (CX)
Effective use of data and algorithms to seamlessly perform recruitment is one of the most important utilities of modern hiring techniques. Data helps you track new hires and efficiently map profiles to the ideal candidates. This results in hassle-free recruitment.
With the role of data in recruitment, it is no surprise that there is an increased requirement for recruitment technology on-the-go. Mobile-friendly websites are designed to increase accessibility and improve Candidate Experience. The target audience need to be briefed on the potential of mobile recruiting and why it is a gamechanger in the job sphere. To put it in numbers: 72% of active candidates visit a company’s site via mobile to learn about career opportunities and 45% of candidates have applied for a job via a mobile device. The process is slow, but agile and should aim to reach its ultimate purpose-sourcing the right talent at the right time.
Talent pooling and social sourcing platforms
The 90s were a mess of large numbers of unprocessed data and profiles. With the introduction of social media, CVs are no longer the primary consideration while recruiting. Talent seekers are examining the social profile of candidates and taking into consideration the authenticity of their online presence before choosing the right candidate. Identifying the right tool to sift through all the irrelevant social media junk is key to getting in touch with the right candidate.
Marketing techniques can also be used to identify the right target audience for candidate search. This involves mapping relevant search engine terms and recent browsing activity to filter out the candidates you are looking for. Contextual marketing is a timesaver, considering that automated ads can deal with mapping target audience while the company can focus on bigger tasks like retention strategy and building relationships.
As the need for valuable resources is at an all-time high, it is important that companies stay updated with the latest recruitment technology to efficiently manage their time and money. We hope this article helped you in gaining clarity on the role of modern tech in recruiting talent.
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