The recruitment process is ever evolving. Technology has enabled recruitment with new directions to obtain quality talent. The more traditional methods have taken a backseat with the introduction of new tools and solutions. Now, companies have better opportunities than ever to add value to their talent pool.
But, even with the right tools, you still need to know the proper direction to head in, and the best approach to determine the right direction is by following current trends.
So, what are the top four latest trends which you need to know to enhance your recruitment process?
Let’s talk about them.
FOUR TRENDS WHICH WILL CHANGE THE FACE OF RECRUITMENT
Diversity is the Buzzword
You must have heard a lot about diversity. It is a much-talked-about topic these days. In fact, you can call it a gamechanger in recruitment. Most of the companies are now convinced that diversity will bring value to their organization. However, the trend says that organizations should focus on making their employees feel a sense of belonging within the company. This provides psychological stability to the employees.
According to LinkedIn, 78% of companies focus on diversity to improve their culture.
Diverse teams are more innovative, productive, and engaged. When focusing on diversity, organizations must take into consideration various aspects such as racial and ethnic diversity, gender, age, education, etc.
Data is an Asset
Hiring managers and professionals are using data to get the best results. Be it hiring great talent or measuring employees’ performance; data is considered to be very powerful. You can predict hiring outcomes with numbers. Data-driven recruiting gives a scientific aspect to hiring. It also eliminates bias as it promotes recruitment based on numbers and not likability.
Use numbers to determine time-to-hire, cost-per-hire, applicants-per-source, applicants-to-hire, and many other related metrics. These metrics will help you make the best hiring decisions ever. In other words, data helps in making decisions based on facts and statistics.
For example, Google analytics can help you in finding out the most effective source for getting maximum candidates.
Artificial Intelligence is the King
AI comes with myths. Many HR professionals believe that AI will eliminate jobs due to automation. But it is also a fact that the final decision of hiring a candidate always rests with the recruiter. AI will only help the recruiter in filling up positions quickly by making the recruitment process faster.
Technology tools take away the burden of sifting through numerous resumes and shortlisting candidates. This saves time and effort on the company's behalf and increases productivity. You can use a resume parser, an effective recruitment analytics solution, which extracts candidate information from resumes and saves it in data fields. Chatbots are another form of AI which talks to candidates on behalf of recruiters. They answer candidates’ queries, ask them questions to screen for an interview, and ask for their resume.
A New Aspect of Interview
Traditional interviews are boring and old-school, but they are still effective for hiring managers. It's overwhelmingly how hiring managers recruit candidates. However, interviews are being reinvented. The reason stems from the manager's inability to assess soft skills of candidates and the potential for bias in a traditional interview.
There are new tools available in the market which can fix these issues. Video interviews, virtual reality assessments, soft skills assessments, and job auditions are some of the techniques which can be considered as the new face of interviews. These methods ensure that candidates also get a positive experience during interviews.
Thus, embracing diversity, data, AI, and new interviewing techniques are all the key to obtaining quality candidates. Ensure that you are staying up-to-date with the latest trends in the HR tech industry and make your recruitment better.
About the Author: Lovepreet Dhaliwal works with a leading resume parsing software provider which helps in speeding up your recruitment process. An MBA in HR and marketing, he has over seven years of work experience in business development and strategic sales.