How technology is changing the face of recruitment

Posted

22nd January 2018

There is no doubt that the rapid acceleration of technology is impacting every corner of our society and culture. Unsurprisingly, this includes the world of recruitment that has had to adapt quickly and effectively over the past few years to simply keep up with the pace. That being said, whilst…

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here is no doubt that the rapid acceleration of technology is impacting every corner of our society and culture. Unsurprisingly, this includes the world of recruitment that has had to adapt quickly and effectively over the past few years to simply keep up with the pace. That being said, whilst in this article we will touch upon some of the key features in the future of recruitment, at Revere we believe one aspect of recruitment will remain absolutely the same. Ultimately, recruitment will always revolve and pivot around relationships. With a focus on the cultivation of genuine and meaningful connections that lead to long lasting employment opportunities.

1. Video Recruitment
Reducing costs and resources; it is no surprise that interviewing candidates via video is becoming an increasingly popular tool. Allowing companies to save on expensive travel costs. Whilst encouraging far more of the current staff to feedback into the video without even having to be present at the interview itself, but instead watching it a later date, at their convenience. It is a no-nonsense, value added option in the recruitment sphere. In essence, it separates the proverbial wheat from the chaff, before calling in those individuals who are truly appropriate for a second interview.

2. Mobile Recruitment
Having a mobile strategy in your recruitment process is becoming a “must” to ensure a successful and proactive approach. With 70% of job seekers seeking new positions on mobile devices, ensuring your advert is pushed across social media and optimised for mobiles and tablets is a far more efficient and powerful way of accessing candidates through their preferred medium. Demonstrating you to be a contemporary and flexible employee.

3. Social Recruiting
Due to the meteoric rise of social media it is now possible to harness this force for good. Naturally, sourcing a potential employee’s LinkedIn page is all well and good. However, to get a true understanding of their character we would recommend checking out their social media profiles, although context really is key in this situation. Ultimately, this is a personal, private page so judgement should be relatively reserved. However, it is worth noting for any points of concern as, ultimately, you will require a level of discretion and reliability from any employee.

4. Software
Allowing you to monitor and track the entire recruitment process. In recent years there has been a surge of some truly incredible automation software in the market that really can streamline the entire operation. A field that calls for an immense amount of data and scheduling, the downside of not using this sort of tracking software can well be utter chaos. Not only that, but in this post-GDPR landscape we really would recommended investing in safe and secure software.

5. Artificial Intelligence
It would be an injustice to the future of recruitment not to, at the very least, touch on artificial intelligence (AI.) Currently in it’s very earliest stages, there is little doubt that over the next few years AI will become an intrinsic part of recruitment, with many video interviews conducted by bots. These bots will be able to measure for core essential skills such as empathy, emotional intelligence and personality. Truly helping to enrich the entire recruitment process.