The Evolution of Recruitment: Digital Disruption
Recruitment has evolved in more ways than one. Candidates have moved on from simply handing in or emailing CVs to businesses with digital disruption, from an abundance of new technologies, changing the face of recruitment.
Staples of the traditional recruitment process are experiencing a transformation at the moment. Job websites and social media networks, such as LinkedIn, are being utilised by recruiters to attract top talent from a diverse range of backgrounds. While HR professionals have had to consider this disruption and what this means for their roles, new technologies have transformed recruitment for the better. By using the opportunities made available from this digital disruption, recruiters such as Harvey Nash Recruitment Solutions deliver a world-class recruitment experience for candidates, and better talent acquisition and retention for their organisations.
This article will present different technologies that are powering better recruitment at Harvey Nash Recruitment Solutions.
Artificial Intelligence has dominated headlines over the past few years, with multiple industries implementing the technology across a range of sectors.
In recruitment, AI offers HR professionals the opportunity to refocus their roles, away from constant paperwork, and focus on the recruiting experiences of candidates.
Instead of manually checking CVs, HR professionals are beginning to use AI to deal with the burden of highly administrative tasks, giving them more time to enhance candidate engagement.
Chatbots are now equipped to take on this type of work at the beginning of a candidate’s recruitment journey. From reviewing CVs for the essential criteria, initiating the start of conversations with potential candidates, to filtering candidate details to the relevant recruiter, chatbots demonstrate how AI can significantly improve the recruitment process.
Revolutionising the traditional CV, blockchain can now be used to store a candidate’s professional history in one, streamlined location.
Not only does this mean a more accurate history of a candidate’s work experience, but organisations can utilise this technology to avail of candidate information with ease, and ensure they attract and retain the right talent and skills.
Recruitment companies can now place trust, transparency, and accountability to the recruitment process, while simultaneously creating a more qualified pool of applicants for businesses. Beyond CV accuracy, blockchain technology can be applied to areas such as onboarding and referencing – adding an additional layer of efficiency to the recruitment process.
HR professionals have access to a larger base of data than ever before.
Backed by employee performance metrics or candidates’ professional history through blockchain, HR professionals can use analytics to build an accurate picture of a candidate, their skills and their fit within an organisation.
Informed use of data analytics enhances an HR professional’s decision making for the workplace, cuts the time of the hiring process, and increases talent retention and acquisition for an organisation.
Data analytics can spot gaps in the market, identify geographical areas with a larger number of specifically-skilled candidates, and differentiate regional salary levels. This alone has helped businesses make decisions on office relocations/moves, recruitment cost reductions and multiple candidate resourcing.
Video content is now key in improving the recruitment process for candidates.
From video advertisements on multimedia platforms to videos of current employees, this content can replace the human face that may have been lost from the integration of AI and chatbots at the beginning of the recruitment process.
The increasing embrace of video interviewing has transformed traditional processes, enhancing candidate engagement.
An organisation willing to conduct video interviews can diversify their talent attraction, and present themselves as a flexible working environment which embraces modern working practices to potential recruits.
Applicant Tracking Software (ATS)
ATS has also made a positive impact during the digital disruption of the traditional recruitment process.
Recruiters now have the ability to accurately track an applicant from their initial interaction with a company, through to both the onboarding and offboarding processes as they leave the business. This technology has allowed recruiters to ensure candidates remain engaged and satisfied throughout their experience, increasing talent attraction and retention for a company.
Freelance Management System
Organisations have the opportunity to further enhance their talent retention and performance as a business, by implementing a Freelance Management System.
This system can expand the talent pool on offer for an organisation, as contractor details can be kept organised, streamlined within the one system.
Better management of a contingent workforce will ensure skills gaps are continually bridged, top talent is retained, and provide a better experience for contractors when working for a company.
Future-proofing Your Digital Workforce
A new digital workplace has been born, brought about by the introduction of new technologies that can enhance the recruitment process.
People can now work flexibly in any part of the world. No longer are workers tied down to their desks.
This ‘gig’ economy has extended and diversified the talent pools available for organisations, impacting positively on the traditional recruitment process.
A greater awareness of this new digital working environment, coupled with structured implementation of new technologies into the recruitment process will enhance your business’ talent attraction and retention, future-proofing your workforce.
Contact us today and power your recruitment process through this digital disruption.