We may not be ready to be interviewed by robots but popularity of recruitment software is rising among HR teams and Hiring Managers. With many recruitment processes now relying heavily on digital outlets, including social media, online advertising and email marketing, to attract new talent, it is important to reflect on the changes this new wave of recruiting has introduced.
With recruitment going digital, companies are no longer reliant on ‘walk in’ candidates. This previously had limited their candidate pool to the local people around them. Now with on-line technology, social media, Skype and other digital tools, companies can now recruit in a much wider network, attracting those who would be willing to re-locate or travel the extra distance for the perfect job. This use of digital recruitment is especially useful for rural based companies who would not get the candidate traffic from passers-by.
Speed of recruiting
Speed when hiring has been an age old problem, from waiting for ‘drop-in’ candidates, to the post arriving for the returned application forms. The application pack is probably the slowest and most un-trackable recruitment process, still adopted by companies today. Applications are sent out and then the company has to wait for the application to be retuned, if it ever is. These applications can take weeks to be returned or can be lost in the post, without the company ever knowing that person applied.
When a company gets to the shortlisting stage, it can take days for HR and Hiring Managers to meet due to diary commitments, which delays the process further and potentially loses them the best candidates to competitors. Recruitment technology allows teams to shortlist without needing to meet physically, speeding up the communication between teams and decreasing the time to hire and helping to engage the best applicants early.
Technology within recruitment has helped improve the accuracy of those shortlisted, to the extent that the software can do it for you. Some recruitment systems can now shortlist the most appropriate applicants for the role, giving you only the most relevant applications to review. Being able to efficiently remove those who are not appropriate means you don’t miss the candidates who are perfect for the role amongst the 100s of applications. By swiftly removing the least applicable, you can focus your energy of reviewing the best, leading to hiring success.