Hiring Technology: How It Can Help Your HR Department

 

A Guide to Using Technology for Hiring

A Guide to Using Technology for Hiring

What do you usually imagine when you hear the word hiring? Perhaps you envision a candidate who has heard about the open position from a friend and submits a printed resume. Or, maybe you imagine a person who finds an ideal job position on Glassdoor and submits an e-application.

These two examples illustrate the same process – but one uses the help of technology. Frankly speaking, it’s rather difficult to imagine hiring nowadays without any tech-component at all. Although a person may come to an interview with a printed resume, they typically need to provide a digital version beforehand.

The employer’s side is a bit different. Not many companies still pay for printed job advertisements. In 2015, almost half of all employers considered printed advertisements the best way to recruit talent. By 2019, the strategy had dropped to tenth place, according to the HR Daily Advisor survey. As we head into 2021, printed job ads will likely become even less commonplace.

So, what methods have taken the leading positions? Technological, of course! Look at these statistics:

  • 79% of employers cite the company’s website as the best method to recruit talents.

  • 75% of businesses use online job boards.

  • 60% say that online communities like LinkedIn and Spoke are good sources of talent.

  • 51% successfully hire top talent via social media like Twitter and Facebook.

Is Technology Hurting or Helping the Hiring Process?

Hiring technology is transforming the way candidates communicate with employers, as well as the whole HR process. Automation is booming, yet it doesn’t mean that everyone is fond of it. There are plenty of skeptics who criticize the digital transformation of HR.

In fact, this happens in every industry in which technology is taking over. People keep mourning over a lack of personal contact and increased cybersecurity risks. Opposed perspectives are common among employers and employees, as well. Companies usually underestimate the power of their digital presence. This proves the fact that 66% of HR managers are sure that negative online reviews don’t affect their process of sourcing talent, while 57% of the labor market will never apply for a company with negative reviews.

With such contradictions, one may think that technology only disrupts the hiring process. However, that’s not entirely true. Technologies evolve the way we live and communicate; that’s why they are becoming the new normal. Yet, the adoption varies from person to person. Those who have already realized the power of technological progress in hiring are admirers, while those who haven’t experienced the benefits firsthand often remain skeptics.

With the growing number of tech-savvy millennials and Generation Z individuals, the average public sentiment will inevitably change to positive. The younger generations, like nobody else, realize the power and benefits the technologies drive.

The Hiring Process From a Technological Perspective

Technology in hiring has already become the new norm. In fact, it was gaining popularity even before 2020’s massive shift to remote work practices. The COVID-19 pandemic was a mere accelerator of an already-established trend.

Technologies do simplify our life, and recruiting isn’t an exception. Recruiting technology speeds the processes up, allows more time for more meaningful tasks, and even reduces costs. Let’s elaborate on how technologies change the hiring process:

  1. Technology Simplifies Talent Sourcing

How did people previously source potential candidates? Word-of-mouth, referrals, printed ads were the main tools used to recruit applicants. Today, recruiting processes are almost exclusively digital.

HR managers might spread the word about a job vacancy on social media, promote posts, use online job boards, or make posts in specific communities. The principle is the same; the recruitment hiring tools are different.

However, they are highly efficient. First of all, you can reach a far wider audience – your post or ad can be spread thousands of miles away from your city. This increases the chances of finding the best candidate possible that will become an ideal fit!

Moreover, you can automate the whole process. This isn’t only convenient but also more productive. Your managers have more working time for meaningful tasks indeed.

  1. Technology Improves the Candidate Experience

Today, fostering an excellent candidate experience is among the top priorities and challenges that HR faces. With the rising competition for top talent, businesses enhance every interaction with potential employees to ensure a positive candidate experience.

Hiring technology makes this task easier. First of all, modern hiring tools smooth the hiring process up because of seamless integrations. Single data storage, instant access, auto-reminders – all these help you to streamline the recruitment. Hence, you deliver a much better customer experience that contributes to your HR brand.

  1. Technology Contributes to Objective Hiring

Unfortunately, situations in which candidates are rejected because of personal preferences aren’t rare. Humans can’t eliminate the subjective nature of their decision-making process. Therefore, candidates aren’t assessed reasonably.

Such a case may negatively affect business performance. Therefore, the rejected candidate may have the necessary skills and expertise to become an ideal employee that would drive growth.

Technologies like an Applicant Tracking System (ATC) solve the problem. The ATC sorts and evaluates the candidates; therefore, it limits human interference and improves the decision-making process. In the end, such a measure promotes diversity and equality.

  1. Technology Facilitates Skill Assessments

Who hasn’t encountered candidates that have lied on their resumes? That was normal before. Incorrect referral information, exaggerated working experience, and subpar skillsets: all of these deceived recruiters. However, it’s businesses that used to suffer the most: poor employees failed to provide the expected performance.

Today, hiring technology makes a difference. Digital tests and online simulations allow an employer to test skills instantly during an interview. This improves the quality of hires and reduces the HR costs because of the elimination of bad recruits.

  1. Technology Drives Innovation

In the digital era, failing to keep up with the current flow is equal to losing a competitive advantage. To stay on top of trends, you need to be aware of them and actively implement them. Today, all these revolve around technologies.

Technology drives innovation; if you want to have a chance to lead the market, you need to become tech-savvy. This applies to all the spheres of an organization, from accounting to HR.

Digital transformation can’t be limited to one niche. Businesses should take it as a new mindset that eventually will drive innovation and, consequently, growth. After all, enhanced productivity and reduced costs contributing to economic prosperity are the direct effects of automation.

Best Technology for Hiring

With the wide variety of technologies, one can be confused when looking for the best tech-practices for hiring. The common ones include:

  • Social media networking. Social media has become an effective platform for talent sourcing. Apart from extensive search mechanics, many recruiters use it for further communication. 

  • Mobile apps. This is another tool that helps a business to organize and streamline recruitment. You just need to attract candidates on the app: after that, you can send them an application form, schedule an interview, or merely communicate there.

  • Online advertisements. Take online ads as a modern analog of printed ads: their role is precisely the same. The only difference is effectiveness, as you can target the audience that you are looking for.

While all these enhance productivity and simplify the hiring process, automation's real power can be seen when using recruitment technology.  The recruitment software allows you to delegate specific manual tasks to machines that deliver higher productivity at reduced costs.

The capabilities of the software are numerous:

  • Applicant tracking involves collecting, storing, and analyzing data in one place. 

  • Job openings management, for example, allows you to approve of the new job openings.

  • Scheduling helps you to maintain an up-to-date schedule and effectively manage the timing.

  • Interview assessments provide a chance for an automated interview analysis. You should only study the data and make the final decision.

  • Branded UX is about creating branded career sites and application forms that will tune your corporate vibes on the web.

All these can be integrated with core HR software to streamline the human relation processes. As a result, you will have all the data stored in one place, which reduces the operation time and enhances convenience. If you want to reap the benefits of HR technology, Lanteria can help you. Contact our representatives to learn more about the power of automation.

With all the mentioned above, it’s evident that recruitment technology plays a key role in HR optimization. They drive efficiency for managers, speed up the processes, and offer outstanding candidate experience. All these make up a competitive advantage in the 21st century.

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