Recruitment Marketing Statistics show that “94% of recruiters and hiring professionals say that using a recruitment software has positively impacted their hiring process”. This shows that technology is positively impacting the recruitment sphere.
How has technology changed the recruitment process? Software and mediums such as the applicant tracking system, social media, remote proctoring solutions, etc., have made hiring better.
In comparison, traditional recruitment has proven to be tedious as it requires manual labour, such as sifting through CVs, manual marking of scripts, etc. Therefore, it’s not surprising that this recruitment method is gradually being phased out. This is because technology in recruitment and selection has made the whole process better.
Let us examine the advantages it has brought to recruitment.
Top 8 Advantages of Technology in Recruitment and Selection
1. Increased Productivity
Technology reduces the time to hire, meaning recruitment is completed faster, and the new hires can start contributing to the organisation’s growth. Apart from that, the recruiter can also leverage technology to perform more recruitment operations than one using traditional recruitment methods.
For example, sorting CVs and separating qualified candidates from not-so-qualified ones is one of the processes in recruitment. This can be accomplished much faster through the usage of recruitment software. Various recruitment software has also ensured recruiters can work on the go and do not need to be at their desks to work on filling available roles.
2. Reduced Risk of Hiring Wrongly
When sourcing for qualified candidates, technology helps tailor your recruitment search such that the best candidates apply for the job. Recruitment software also helps you create eye-catching job ads that help you attract top talent.
Also, because you can classify the received CVs into numerous categories and then filter them while searching for people with certain talents, storing all of the resumes in one place allows you to locate better candidates in a much shorter time. As a result, you can ensure that potential candidates are matched to appropriate job openings. Artificial Intelligence (AI) also helps recruiters make better decisions by providing relevant recruitment data.
3. Saves Time and Money
Using technology for recruitment can help speed up the entire process and cut down on the amount of time it takes to execute these repetitive, time-consuming procedures. When that is achieved, it helps you save money on recruitment costs, especially if recruitment is often done.
4. Increased Engagement with Applicants
With the use of technology in recruitment and selection, messages can be automated and sent to as many candidates as possible at scheduled intervals. Response time can also be improved through automated messages. This will ensure candidates are not disengaged throughout the recruitment process.
In addition, recruitment platforms also increase communication among the recruiters, especially if several recruiters are working on a project. Progress of the project can be automated on the platform, which ensures everyone is carried along.
5. It Helps You Be More Strategic with Your Hiring Process
Analytics provides data-driven insights, which helps you be more strategic when drawing up your recruitment plan. Recruiting analytics can be tracked, measured, and applied using technology. You won’t squander time or money on ineffective techniques this way.
You can see how well your processes compare to your successes by looking at the figures. After that, you can develop data-driven strategies to improve your hiring and selection process. Some of the questions analytics answer include where your best candidates are from, the best sourcing technique to deploy, the best assessment method to use, etc.
6. It Reduces Paperwork
Data can be kept in digitised form, reducing or eliminating paperwork. When information about a candidate is needed, employers can get it in real-time.
7. Unbiased Hiring Process
Candidates who have previously experienced bias in the job hunt can express their dissatisfaction when their application is rejected due to circumstances beyond their control. Fortunately, thanks to technology that automates the initial screening process, all applicants are reviewed, and their chances of moving further are determined by their experience, abilities, and job suitability.
It’s becoming more difficult to rely on human decision-making to objectively evaluate applications on a large scale because unconscious prejudice is always possible.
8. Improves Talent Perception of the Organisation
An organisation that incorporates technology is generally perceived as more innovative and advanced. Top talent are likely to be more interested in going through a recruitment process with an organisation that they know has a recruitment process that is fast, unbiased, and also keeps them in the loop at every stage of the process.
Other advantages include the fact that technology improves diversity in hiring and makes the recruitment process much more efficient.
Despite the numerous advantages of technology in recruitment and selection, there are some gaps that would ensure that the full benefits of technology are not felt if not taken care of.
Top 4 Gaps to Mind When Using Technology in Recruitment and Selection
1. Impersonal Communication
Technology has made it possible such that candidates can go through the recruitment process of an organisation without even seeing the recruiter physically. Due to this restriction in face-to-face physical interaction with virtual recruitment, candidates may feel excessively disconnected from the process.
Employers may discover that by ensuring that communication options are available throughout the recruitment process, they will be able to communicate with candidates more effectively in a virtual environment than they would in a traditional one. In addition, they can incorporate physical testing into the recruitment process, especially for final interviews.
2. Technology Issues
As great as technology is, it isn’t immune to faltering. As a result, there must be extensive checks and tests conducted on technology tools to be used before the recruitment process starts.
3. Technical Know-how
As with any technological tool, it requires humans to utilise it fully. The same applies to recruitment tools. You must ensure your recruiters undergo training on the recruitment software you want to use. The training helps them fully utilise the functionalities of the technology tools.
4. Tendency to Screen out Qualified Candidates due to Automation
Recruiting software is usually based on predetermined standards. Therefore, individuals who think outside the box may be eliminated from consideration for reasons unrelated to their qualifications or fit.
Due to the fact that they lacked specific certificates or enough experience to match other prospects, you may pass over a candidate who would have been great for your organisation. One way to mitigate this is to ensure candidates are well aware of the requirements to be considered for the role. Humans, rather than recruitment software, should also make final decisions.
It is obvious that the benefits of technology in recruitment and selection outweigh the cost. Therefore, organisations must incorporate recruitment software in their hiring to ensure a better recruiting experience for both organisations and candidates while still minding the gaps.
