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According to Andy Jankowski, Managing Director at Enterprise Strategies, who spoke at a recent Future of Work conference, companies will be looking to employ “disruptors”- those who respectfully challenge the status quo and find new approaches to creating solutions. For recruiters, this means that recruiting will focus on fewer candidates whose attributes will be highly different. The recruiting channel will also undergo a change by video interviewing software such as Vidcruiter. Such email links to candidates for their recording of short videos and allows HR professionals to regulate the interview process, observe at their time off, save time on surplus interviews, and spread the top selects to hiring managers. Promotions may be managed differently, too. Instead of the fearful annual performance review process, new software-as-a-service platforms do things like collect crowd-sourced peer reviews into a heat map that shows managers which employees in its organization are more productive. Companies such as Globoforce gets deeper into the analysis, with software that promotes peer-to-peer employee recognition, allowing individuals to see which of their co-workers provided positive feedback on them. They affirm that this positive feedback path enhances employee satisfaction.
Some of the technology trends that are influencing the talent acquisition space & how they are fundamentally altering the way we entice, engage and hire talent in organizations of various sizes are discussed below:
One latest innovation in online recruitment is the use of publishing display advertising technologies (online media) to post job openings for the candidates. These advertisements are generated vigorously and automatically widened to a targeted audience across many websites.
Another development in job posting distribution is the approval of mobile phones to access the Internet. These devices are motivating behavioral changes in today’s socially active workforce. Targeting and addressing this audience is another way to expand the reach of job postings for recruiters looking to hire candidates.
The recruitment process generates an immense amount of data with hundreds or thousands of people applying for jobs but only 2% to 3% of them making to the evaluation process. The aim of using algorithms on this data is to assist recruiters to find the right candidates faster and turn all the data into actionable information.
By using existing technology clarification companies are able to create immersive audio & video experiences which then can be used for various purposes. While VR has been generally used in gaming environments, recently companies have started to experiment with its application in HR particularly in recruitment & learning.
Before companies migrate to Virtual Reality based interviewing they are likely to approve & research with video-based interviewing. Today with video-based chat applications like Google Hangouts, Skype and even quick messenger apps with video call capabilities, like WhatsApp available on mobile phones, use of video for interviewing has seen a stable increase. With the introduction of technology platforms like hirevue have emerged to provide real-time analytics using the video interviewing platform. Such platforms are using AI insights to provide talent viewpoints that were not easily available earlier.
With the advances in technologies and ability to capture a huge amount of data will mean that businesses will expect to get accomplishing insights than simple analytics from the technology solutions. Companies are using big or small data to analyze their present, to identify what they do well & not so well. Further, they are also using analytics to identify trends & anticipate them for future to take actions today. By creating a Google-like user interface for internal information companies can make sure that the right questions receive the most appropriate answers thus supporting effective & efficient decision making within the organization.
AI is expected to play a key role in finding, and hiring, talent lately. An obvious reason is that AI can help reduce unaware prejudice during the hiring process by anonym- zing the candidate and focusing on skills, irrespective of age, gender or race. Automating the search process is fairly usual, but with AI, high-quality candidates can be easily identified, screened and occupied within an efficient manner. This can reduce the time taken to fill a job position.
Employers will also increasingly benefit from the data collected during the hiring process. As noted in a Boston Consulting Group report on HR excellence, “data-driven HR departments are more likely to play a Strategic role in organizations.” It is evident that technological and societal changes are essentially shifting the way recruitment is conducted. The recruiters will have to adapt & create newer schedules to thrive in this technological environment. Human resources will always be about humans. But an excess of technological solutions offers smarter ways to sort through CVs, performance management system, and engage company employees across the globe.
At the end of the day, the role of the HR technology professional is to find the perfect alignment of corporate strategy, HR goals, and HR tech implementation. It’s no simple task, but it’s what the future demands. While technology plays a vital role in recruiting than it has done before, the human aspect will always remain.
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