Technology is running at a fast pace; something that many businesses find challenging to keep up with. This is, however, a necessity in today’s milling as far as enterprise is concerned. Recruitment too has come up with different tools, recruiting channels, and technologies that help every business keep up with technology’s current momentum.
Basically, everyone is doing business from scratch – whether you are a tycoon or someone trying out the playing field for the first time – would always aim to have a strong and solid web presence. Yes, in order to be spotted head-on, you have got to build a virtual presence. Now, the challenge would be, how do you step up the game of recruitment?
Human resources now have to tap into real value that increases over time. Social media and mobile recruiting have now increased in hype. Yes, there is a dominant plethora of different social recruiting tools that will enable HR managers to find the right people in a speedy pattern; but the dilemma lies in communication and engagement. How do you do efficient streamlining of recruitment process with assessments? The problem really lies in the ability to get in touch, communicate, and keep people engaged in a cost- and time-effective manner.
It may also be confusing considering that there are now diverse channels available. HR must pinpoint which channels work best for their specific company requirements and needs. More so, they must also know how exactly to use these channels effectively. The mobile platform is promising but companies need provocative and coherent web strategies that will ensure immersive and interactive candidate experience.
Websites should also be optimised for mobile to enhance user experience or recruitment; which accounts to roughly around 20%-30% of web traffic. This relatively means that unless your website is optimised for mobile, you cannot expect exceptional traffic or user experience for that matter.
This is very important especially for companies who are now into social media such as Facebook; considering that relatively half of Facebook users are using mobile phones for connectivity.
Here’s our top list of emerging recruitment technologies that can change the face or human resources management; as we know it:
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Even though mobile recruitment has encountered lots of false starts, the hype and increase in sales of smartphones and tablets speak otherwise. This tells many businesses that mobile browsing is predictably the trend of now and the future. This then has pushed the efforts of mobile recruiting into the forefront and is now considered to be the future’s key channel in recruitment.
Reports show that there are around 2.8 Mn jobseekers per month; with 67% looking for work on a daily grind. This is definitely a large number to begin with. These people access several job listings or platforms from their mobile devices. In fact, studies showed that 88% of them would usually look for jobs using their mobile phones or tablets.
This definitely creates a huge impact in recruitment efforts. For one, mobile takes recruitment up a notch and into an entirely different paradigm.
Businesses should, therefore, know that this marks a dramatic shift in how people connect and communicate; as well as engage, select, and recruit talent. It is, therefore, crucial to understand exactly how candidates behave in the mobile environment and to make sure that it encompasses the quality of full desktop integration.
Mobile recruitment tools are further segregated into four critical components: QR or Quick Response codes, apps and mobile-optimised websites; as well as text alerts. More often than not, it is the latter that is neglected, when in fact many company websites fall short in providing a customised mobile experience for job candidates. Many businesses fail to look into how mobile users behave online which is a very important aspect of the application process and overall recruitment marketing.
Now, many people are hooked into games; so why not use the platform for recruitment instead? Gamification does just that. This is an ongoing trend that makes use of game mechanics to otherwise non-game type of environments such as in hiring or in motivating people as well as with efforts on behaviour modification. Many experts or analysts see this as a so-called catalyst for change and could radically be a significant trend in the next five years or so. In fact, more than 70% of organisations in the world will have at least one game application used in the organisation.
Gamification in recruitment or assessment has the power to improve its efficiency both as a robust tool for capturing your audience and engagement. This relatively means that with gamification, you can quickly find the right match or identify people that will match specific roles in the organisation. This helps many businesses connect, communicate, and build relationships with potential candidates. Gamification developers are now mushrooming which primarily design and build different assessment games and drive engagement within the management enable in a creative, intuitive, and exciting format. Gamification is all about having fun while doing traditional assessments.
Applicant Tracking Systems (ATS)
This is one of the pioneering online recruitments tools which became popular in the 1990’s. This used to just track CVs but have now expanded over the recent years in terms of functionality and have now integrated job posting to different channels, CV parsing, and skills-matching. Well, ATS today has become radical in form or have transcended into extensive integration platforms that enable seamless connection of varied tools and services right into the core of the recruitment process. This is considerably a core technology that has real-time analytics which help evaluate which channels or platforms work best for your recruitment
HR departments should be able to extract maximum value from their ATS design, not just when looking or screening the talent pool but more importantly; to capitalise on the talent that already exists in the system. This is an intelligent skills-matching product which also enables hiring managers to create and modify specific communities based on a variety of skills and geographical location to facilitate better communication internal communication and engagement within the system.
Streamlining your recruitment process with assessments has become innovative with its method of merging traditional and unconventional methods of practices. Social recruitment channels are now widely tapped to target onto millions of users all over the globe which has your company’s profile. So, once applicants click on a job, they are taken into a specialised internal job aboard.
[This post by Tonmoy first appeared on Mettl and has been reproduced with permission.]