Many new technologies have emerged over the past few years that are changing the face of recruiting. Artificial intelligence is increasingly being used to screen applicants and find the ones most suited to a particular job.
Applicants are tested prior to hiring to reduce wrong hires. Robotic process automation is dealing with many repetitive tasks. Cloud-based tools are increasing scalability and speed. All the changes are greatly increasing the efficiency of the recruiting process.
Pre-hire testing and assessment tools
According to statistics, about 60% of companies now test candidates before offering them a position in their company. Hiring employees who don’t have the knowledge or experience to do the job according to their expectations means productivity suffers.
There are increasingly useful tools available for testing personal qualities, capabilities, potential and knowledge. Employers can use skills tests from eSkill, a talent assessment company, to see if candidates can do the job.
Artificial intelligence is becoming an integral part of new HR technologies. AI-based algorithms, together with an increase in cloud computing, are transforming the way employers find talent. They can understand people’s profiles in a way that was never possible before by drawing from many different sources, including their social media activity. This enables them to find the best match for their purposes.
Manually screening resumes is a very time-consuming task, but with natural language processing (NPL) tools, it is possible to quickly identify the best applicants. NLP also enables interaction with potential candidates and personalized communication using the latest chatbot technology.
Predictive analytics and recommender systems are likely to play a larger role in recruitment processes. Various technology players already offer recruiters the means to identify the best match for the job based on parameters such as education, past experience, location etc.
With predictive analytics, recruiters receive more insights. Recommender systems can generate lists of suitable candidates for a particular job and even find candidates who are not actively seeking a new job. These intelligent systems may even signal when a current employee is getting ready to quit.
Robotic process automation (RPA)
RPA software allows users time savings and increases recruiting accuracy. By using automation, bias in recruiting can also be reduced. There are many repetitive tasks that take place in recruitment, such as screening candidates and resumes.
RPA systems can take care of these repetitive tasks and keep sourcing, screening and organizing candidates without stopping. This gives recruiters more time to better engage candidates in personal one-on-one relationships.
Virtual or augmented reality
Virtual reality can play a role in attracting candidates through more immersive ways to engage them. One example of its use is at job fairs where candidates can actually see and interact with a virtual office and even have a go at a role in a virtual or augmented work environment.
Recruiters could have candidates virtually react to several common job situations in real-time. Virtual and augmented reality in the onboarding process can help new recruits quickly get up to speed by providing the perfect training platform.
Cloud-based HR software
The recruitment process is often data-heavy, involving the processing of numerous resumes, scheduling interviews, collating feedback, and rolling out job offers. By using cloud-based software, businesses can avoid much inefficiency.
As remote work becomes the new normal, cloud-based HR tools are necessary to enable the recruitment and management of globally distributed teams in a fast, scalable way. Cloud-based software is designed so most computing happens in the cloud with universal access from various types of devices. Many recruiting-related processes can happen online when using a cloud-based HR solution.