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Using Technology to Improve The Hiring Process

Using Technology to Improve The Hiring Process

Hiring volumes are only predicted to increase throughout 2018 and beyond, but recruiting teams are staying the same size or even shrinking. This trend makes recruiting technology of vital importance in order to streamline the recruitment process at companies big and small.

 

It’s likely technology has already found its way into a variety of your work processes, and it’s only sensible that it will begin to become commonplace in the recruitment process as well. Plus, with all of the impressive recruiting systems available today, there is really no reason why you wouldn’t choose to implement the power of technology into your recruiting process.

 

Technology can be used to speed up your recruitment process and get people hired faster. Not only that, when you use a system correctly, it can also help you pick better candidates at the end of the day.

 

Creating An Open Req

The first step in the average recruitment process is always the same and it involves being able to identify a vacancy when it comes to responsibilities at your work place. Things like whether you need a full-time or part-time employee, what they need to do, and what sort of compensation you’ll be able and willing to offer them for doing it.

 

In this step, you’ll also be taking the time to go through and create a valid job description that will base the listing on the knowledge, experience, and special skills required for a candidate to be able to consistently complete the job at hand with the highest quality standards. This might sound easy enough to handle manually, so how can technology help improve it?

 

Let’s face it: Job postings are known for often being an afterthought of the recruiting process. However, as more and more employers are realizing, the job description you write is perhaps the most important part of your process. So, having a software that uses sentiment analysis to look at your job descriptions and identify potentially biased language will help you. This software will be able to suggest alternatives, resulting in a better job description overall.

 

When you create more inclusive and more appealing descriptions for your open positions, you will increase the diversity of the pool of candidates that ultimately apply while also attracting candidates who are a better fit for your open req.

 

Attracting and Sourcing Candidates

The next step in the process when it comes to recruiting new employees is all about attracting and sourcing the right candidates. There are many strategies you can use to do this, from asking for referrals to using social recruiting and even attending job fairs or asking around a talent community.

 

You can source candidates both internally, inside your workplace, and externally where you can reach a wider range of talent. Again, technology can be used to help improve this process. With recruiting software, you can employ and algorithm that will scrape the online profiles and portfolios of potential candidates, finding passive opportunities that you may want to share the job description with.

 

You can also use a rather new feature of recruitment software, known as talent rediscovery. This will enable you to source talent both internally and externally by screening all the resumes you already have in your ATS and finding strong matches. A typical ATS was not designed to do this fast or accurately. Only recent improvements have made this powerful tool possible.

 

Screening and Shortlisting

The next step in your process for recruiting new candidates is focused on determining whether a candidate is truly qualified for the open position based on his/her education, experience, and similar qualifications. The resume screening process has the goal of deciding whether a candidate should be moved forward in the process, typically to an interview, or if they should be rejected.

 

Technology can improve this process because AI is definitely the biggest theme when it comes to modern-day recruiting software. AI, or Artificial Intelligence, can be used to automate the resume screening process, especially if you have a very high-volume position where many people are applying.

 

ATSs have been used for decades by recruiters, but the modern-day additions of intelligent screening is making analyzing resumes fast and easy. By analyzing a database of existing resumes, the AI learns which candidates are successful and which ones are unsuccessful based on the performance, tenure, and turnover rates presented by the resumes.

 

This means you won’t have to manually screen resumes by yourself any longer. The software will learn from your previous hires and rejections and then automatically screen, grade, and shortlist your future candidates.

 

Interviewing and Hiring

You might not have thought that the interviewing process itself could have ever been automated, but technology can definitely assist you with this step too. Most employers today choose to conduct many interviews along with a reference check before a job offer is made.

 

Just one way that technology can help is with automated interview scheduling. This will save you a substantial amount of time, and online interview can also be used, pre-recorded and watched when it’s convenient for you or done in real-time with a video talk service. Chatbots can also be of assistance, asking candidates questions and answering them too.