making the most of HR technologies in recruitment

Digital HR tools can help you to reach out to many more candidates than before, make more accurate matches and enhance the recruitment experience. Yet, it’s still important to sustain a balance between tech and human touch.

The first key advantage of digital HR is in broadening your recruitment net. The limited reach of print advertising and online job boards means that businesses are only drawing from around 30% of the available talent. Randstad research indicates that digital engagement could push that towards 70%.

 

Within selection, digital HR can open the way to a richer and more accurate profile of candidates. The data has been there for some time, but we’re now seeing a big leap forward in the matching technology needed to make the most of it. The benefits include a much better fit between the candidate and the skills and personality traits your organisation wants. In turn, candidates can match themselves up with companies whose mission and culture reflect their values and aspirations.

 

Further benefits of deploying HR tech solutions during screening and initial interviews include helping to strip out many of the unconscious biases that could otherwise impede the careers of so many talented people.

 

Digital engagement can also offer the kind of high touch interaction that used to be reserved for the sourcing and selection of executive positions. Businesses can use techniques developed in digital marketing to create a pleasant and compelling candidate experience. And, candidates can interact and follow progress throughout the process, which makes them feel more in control.

 

These engagement, matching and virtual interviewing technologies are now ready to be applied. To aid them, we’re beginning to see the emergence of profiling systems such as voice analysis, which can help to identify the interests and passions of a potential candidate. We’re also seeing the first shoots of a new generation of augmented reality tools, which allow candidates to immerse themselves in the working environment and interact as if they were there.

 

Balance between tech and touch

Effective talent engagement demands a balance of digital and face-to-face interaction. The key question is when to bring your people into the process.

 

It’s generally assumed that the only way to get to know a candidate and judge whether they’re right for the role is to interview them in person. Conducting AI-led ‘robo-interviews’, rather than meeting candidates face-to-face, might also appear impersonal to some. However, using the latest AI systems to screen and interview candidates has the potential to offer a more accurate match between position and candidate. It may also prove to be more objective as it could cut out a lot of the unconscious biases. The benefits for candidates include being interviewed when and where it’s most convenient for them. Robo-interviews could also help to put candidates at their ease as they may not feel that they’re being judged to the same extent as they would be by another person.

 

The people who would have carried out the interviews are freed up to concentrate on the crucial final stages of selection and negotiation or devote their time to other value-adding tasks. Ideally, robo-interviews would form part of a seamless experience that takes people from game-playing and other initial interactions right through to selection and hiring.


Open to scrutiny

The influence of review sites like Glassdoor is increasing. While many of these platforms started out as a focus for complaints from dissatisfied employees and disappointed candidates, they’re evolving into powerful engagement tools. As such, they’re now a crucial part of how your organisation is perceived by potential candidates – your employer brand. There may be a temptation to ask employees to post favourable comments to boost your rating. But in an age that values authenticity more than ever, it would be better to encourage employees to give a full and frank overview of what it’s really like to work for the company, good and bad; and then be seen to acknowledge and respond to any shortcomings.

 


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