Technology has managed to touch each and everyone’s life at this point in time.

There’s not one aspect in the society, be it shopping or healthcare, that has little or no influence of technology.

The sole reason of technology being part of everyone’s life nowadays is that it makes our life easier.

The recruitment process has also not shied away from using technology for better and more fruitful results. The main objective of HRM being “acquiring the right person for the right job at the right time”. 52% of the human resource managers declare that the most arduous part of their task is to vet the right candidates from a pool of hundreds and thousands of applicants. However, with the help of HRTech the days of sifting through hundreds and thousands of résumés for vacant posts, in order to find the right candidates for the right jobs, are long gone.

The long, tedious and costly affair of attracting, evaluating and identifying the appropriate human resource for the right post has been modified and fashioned by technology in such a manner, that one is able to make smarter selection of candidates in a much shorter span of time.

By shortening the time taken to select the right candidate for a post, technology also helps a company in cost-cutting, as the longer the time it takes for the HR to fill in the acquire and fill in the vacancy – the higher the cost incurred by the company.

With 70% of the job seekers using their smartphones to search for employment, social media, Linkedin, job portals, have become the main sources from where the companies can recruit.

Apart from the above sources, many applications and software have also been developed and introduced in the market, to make the life of the HRs a little bit easier.

The following are the HRTechs that help in the process of recruitment of employees:

 

• Social Media

 

Social Media has emerged as one of the most important contributors in the process of recruitment. With 75% of the workforce belonging to Gen-Y by 2025, the role of social media in the process of recruitment is only going to become larger and larger. Due to such an influence of social media in recruitment, the word “social recruiting” was coined, which refers to the utilization of social media networks for recruiting employees. 

Social Media networks such as Facebook, LinkedIn; job portals, forums and skill testing websites such as CareerBuilder, Glassdoor, etc are used extensively to acquire the right candidate.

This way, one can not only get access to the candidate pool much faster but also at a cost lower than the other alternatives. Additionally, recruitment via social media networks requires no cost and can be used intensively for carrying out recruitment campaigns and referrals, thereby increasing the chances of finding the perfect fit for the job.

 

• Pre-Employment Screening Software

 

Pre-employment testing software, also known as skill-assessment software, was developed with the objective of recruiting applicants through assessments., which evaluates their technical skills, learnability quotient, intelligence quotient, or important criteria they need to fulfill to apply for the job.

A pre-employment screening software comprises of skillset templates which are diverse in nature, in order to cater to jobs of various industries. Through this automated screening test, the company not only saves time and money but also lessens the probability of error, due to lower human involvement.

With tests that are inbuilt and free of cost, feature of creating tailor-made questions and on top of that tools for analytics, integration as well as technology for psychometrics, pre-employment screening software is the way to evaluate, vet and shortlist the candidate pool.

 

 

• Video interview- Remote venues.

 

With the advent of video calling services, conducting interviews is a piece of cake now. It doesn’t matter if the candidate lives on the other side of the world, the officials can easily get connected with them just by a webcam. 

Nowadays, the companies are also providing amenities to the applicants to record a video of themselves answering the pre-set questions and submitting the video to the company for later reference. 

It helps in cutting costs as well as avoid clashing of schedules. 

Furthermore, it improves, standardizes and increases the efficiency of the process of recruitment.

Applicant Tracking System

ATS or Applicant Tracking System automates and electronically handles the whole, end-to-end recruitment process. It helps in seamless and smoother recruitment which the employers can access easily. Applicant Tracking System increases the exposure rate of the posted jobs and uses geo-location technology, or omnichannel talent acquisition so that the jobs can be seen by the candidates depending on where they are located. 

New technologies, such as AI, semantic search capabilities, enables the company to vet the resumes according to the job requirements and criteria.

 

Make use of Big Data

 

Now, what is Big Data?

It is a field that analyzes, extracts and manages data or applications that are too large for a generic software, in a short time. It smoothens and makes the process of recruiting more efficient, resulting in lower cost-per-hire less consumption of time for filling vacancies. Moreover, with the help of its analytics, it can also speculate the trends and needs. 

This method is faster and due to the appropriate facts and figures at hand, it helps the company cut down on research time and cost.

 

Have a strong presence in the job app and websites.

 

It is vital for a company to update its profile on social media, job boards, job-related websites. Keeping the page of the organization regularly updated and revised is very important for maximum exposure and visibility of the company and its ads. It’ll not only help the ad to reach the prospective candidates but also improve the chances of attracting applicants, thereby filling the vacancies posted. 

• Keep your followers updated about the organization by posting press releases of, or related to the company.
• There should be proper announcement of vacancies in the social media handles.
• There should be consistency in the details provided in ads and social media.

• Classified Ads.

 

 

Apart from posting and listing the vacancies of the organization in job portals and job-related websites, it is advisable to invest in Classified Ads as well.

Classified Ads would not only maximize the visibility of the advertisement but also put your advertisement in the spotlight. 

 

Keep up with the latest employee trends.

 

The HR should be updated with the trends in the world of employment. 

• What is trending and hot in the market of employment
• Which skill-sets are the most sought after
• Which job -roles are trending 
• Which job-roles have become obsolete, etc

The HR should also be informed about the up and coming types of recruitment, for example, gig-work: contractual or short term, permanent or long term type of employment.

Gamification of the recruitment process.

 

Gamification is a word that is going round and round everywhere.

But what is it actually?

It is simply converting every process, in this case, recruitment, into a game to make it more interesting and engaging.

Quiz, Point-earning scheme, Leveling-up are some examples of Gamification which motivates candidates by using games and designs to complete a task or to attain some goals.

It is not only entertaining for the candidates, thus earning the name of “recruitainment”, but also a tried and tested method of candidate evaluation by providing them work scenes which are simulated in nature and assessing them by the way they approach the situation.

It is a breath of fresh air, among the various serious and dull processes the candidate has to go through and through this method the company can also evaluate the applicant’s mindset, aptitude and how they battle stress.

Hiring the wrong person can cause huge losses for the company. Statistics show that on average a company can incur a loss of at least $15000. It should also be noted that the total hiring process, as well as retention and compensation expenses, can cost the company a minimum of $240,000.

Hence, we can conclude that how important it is for an HR to hire “the right person for the right job”. With so many HR tools to choose from, and more up and coming, hopefully it’s going to be easier for the HRs to attain their objectives.