We are living in unprecedented times. As the ongoing economic slump caused by the Covid-19 pandemic continues to rip through economies across the globe, almost every industry has been reeling from its ramifications. The recession has impacted not just the workforce but even the recruitment process across organisations, especially startups.
While high-levels of employee turnover tends to leave a big dent, an aging population nearing retirement is soon going to make this gap much larger. Hence, in the current scenario, there is an urgent need to adopt better ways to recruit and retain top talent.
Though several organizations have temporarily entered a hiring freeze, some are still recruiting to avoid a business slowdown. The talent acquisition professionals are under a lot of pressure to find candidates who are the right fit. But thanks to advanced technologies, HR professionals can now get the edge they require for headhunting. And out of all, it’s the start-ups who need to leverage it the most.
Human resources has been relegated to mundane administrative work till now. However, owing to technology, it is rising to the occasion and emerging on the scene of workplace management as a formidable force.
Tech has truly revolutionised the way organizations engage with staff. Automation has disrupted a whole range of activities, which is expected to have an impact on every activity of HR teams – right from recruiting and training to compensation packages and exits. Though businesses are yet to see the full-fledged effect of automation, making HR tech-savvy will ensure the transition is easier.
Adopting A Tech-Driven Approach
The HR department has traditionally been identified as a human-intensive department. However, recently, it has been diving deep into the possible solutions that technology can offer that can be leveraged to smoothen processes.
Advanced technologies like artificial intelligence (AI) and machine learning (ML) are proving to be path-breaking. New AI innovations have significantly automated the entire workflow so that HR groups can become more strategic and deliver an improved experience – both for employees and the employers. These tech advancements have contributed to making employees more engaged, optimizing talent management and increasing operational efficiency. Some ways in which technology is reforming the recruitment process are:
Mobile hiring is an important way in which technology has relatively simplified the strenuous task of hiring the right candidate. A reliable and effective recruiting app on smartphones can smoothen the entire process and enables the hiring team to handle as many recruitment tasks as possible within a short period of time.
Also, it can allow the team members to work together remotely from their different locations if they aren’t at the same place at the same time. Company recruiters need to ensure that their career pages are optimized – it should be simple and mobile-responsive so that navigation is easy for the prospective candidate.
The most time-taking part of the screening process is going through the job applications. Here, technology can pace up the whole procedure. For instance, companies can scan candidates, their social media posts, work samples, and assess their faces using AI technology.
In addition, chat-based digital platforms like automated chatbots, interactive Q&A sessions in video calls, and real-time group chats can improve not just the ratio of successful hires for companies but can also enhance the candidate’s experience. The chatbots can respond to whatever questions a candidate may have and provide them the precise information they require for applying to a specific role.
Virtual Screening Process
As in many other industries, technology is gaining prominence in firms that have rising recruitment needs. In light of the global pandemic, measures to curb the virus such as work from home policies and social distancing norms mandated that organizations become more creative with their hiring processes. Many hiring managers resorted to video conference calls, leading to a rise in the usage of video conferencing apps such as Google Hangouts and Zoom.
The period prior to onboarding a candidate varies from company-to-company but generally, it provides the new recruit with the necessary information and training before they actually join the company. This makes it easy for them to excel in their new roles. These days, many hiring managers take onboarding as a critical strategic function – rather than taking it to be a day for merely filling out forms and sitting through the orientation process.
This is where technology comes in to perform functions that go beyond paperwork and simple team introduction. Technology applications come in handy for introducing new recruits to the organization’s work culture, explaining their first-year goals, scheduling their agenda and laying out their responsibilities.
Identifying Apt Vacancies
AI has led to significant improvement in the analysis of job descriptions and resumes of applicants with the help of natural language processing (NLP) so that potential employees can be better matched with the vacancies that best suit them.
From predicting which profiles will interest the prospective job-seekers, to suggesting postings that will best suit the skills listed, as well as safeguarding users from poor quality job adverts and possible scams, AI has done a tremendous job of democratizing access to jobs for all.
As a startup, attracting and competing for top talent can be particularly tough as an unknown brand. Each company wants to onboard exceptional talent – but not every company is adequately enabled to do so. Those who adopted technology early on in the HR verticals of their organizations have already experienced the benefits – lesser time and resources taken to hire good-quality candidates.
If executed well, tech can surely remove human errors and biases which result in diversity-challenged organizations.
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