Technological advancements have made some drastic changes to businesses and their processes, including recruiting and hiring. To help you best appreciate the changes technology has brought to the hiring process, we asked hiring managers, recruiters and business leaders for their best insights. There are several ways the hiring process has improved overall as a result of the application of technology in one form or the other.
Using Pre-Hire Assessment Tools to Evaluate Candidates Makes the Hiring Process Easier and More Efficient
Technology has made the hiring process easier and more efficient with the ability to utilize pre-hire assessment tools to evaluate candidates. Gone are the days when hiring managers needed to pour over every resume. HR departments no longer need to feel they’re tossing the dice on a new hire.
Pre-hire assessments simplify the hiring process. Hiring Indicator’s assessment, Reveal, uses the hiring description to assess candidates. It’s super easy to administer and the report provides quality information aiding in the decision-making process, helping HR departments put the right person in the right seat and building more harmonious teams.
CEO, Hiring Indicators
Using Applicant Tracking System Reduces Bias
By using a suitable Applicant Tracking System (ATS), you can choose to anonymize certain fields, randomize answers and do all sorts of things to reduce bias in the hiring process. This can help to improve diversity and equitable opportunities in your place of work. Applicants are given the chance to be selected based on merit, not on other factors.
CEO, Articulate Marketing
Automation Has Improved Onboarding
The hiring process has been significantly improved by the tech stack’s addition of automation. It provides a much more pleasant onboarding experience for new hires; team members can self-onboard — virtually and securely — all before their first day. And instead of getting bogged down in fact-checking, filing and dealing with hardcopy paperwork, automating this step frees up HR to spend more time helping new hires get up-to-speed, in training, and introduced to coworkers.
Director of People & Culture, OnPay Payroll Services
Technology Has Brought Convenience to Hiring Process
Technology has brought convenience, efficiency and objectivity into the hiring process. For example, one-way interviews allow candidates to complete the interview at their convenience, leading to up to 80% higher conversion compared to telephone interviews. It’s also helping recruiters be more objective in evaluating the candidate as everyone gets asked the same questions and is rated on the same parameters, which results in less bias.
Sanjoe Tom Jose
Messaging is Dramatically Decreasing the Time-to-Fill
Time-to-fill has been a common benchmark in the high-volume, part-time, hourly and mobile workforce for many years. One of the primary bottlenecks to decreasing the time-to-fill has been communicating back and forth with candidates. Traditionally, we’ve used email and phone calls as the primary way to manage the next steps, schedule interviews and get additional information. However, the mobile-first workforce doesn’t sit behind a desk and respond to emails. Additionally, because of robocalls, candidates won’t answer their phones if they don’t know who’s calling. Recruiting over text solves a lot of those communication bottlenecks. Responses in minutes, not days. Text messaging can be automated, but emails and phone calls can’t.
Founder and CEO, GoHire, Inc
Modern Data and Analytics Help Scale and Automate the Hiring Process
Modern data and analytics methods help us to scale and automate the hiring process, and this results in enormous benefits in efficiency, effectiveness and diversity for recruiting and hiring teams, while being more engaging and informative for candidates.
EVP of Innovation, Modern Hire
AI and Machine Learning Has Improved Time Management for Recruiters
The introduction and adoption of AI in the hiring process has transformed how recruiters spend their time. Incorporating tools driven by AI and machine learning to help recruiters with the mundane tasks of recruiting allows them to focus more on the human element which is often lost. Whether it be scheduling multiple interviews, providing candidate touchpoints or onboarding, AI has the potential to continuously evolve your hiring process to become best in class without too much additional expense.
Senior Director of Talent, Hatchworks
Skill Assessment Tests Are Removing Biases from Hiring
The emergence of skills assessment platforms has changed hiring by removing some of bias from the hiring process. Imagine a situation when there are 10 candidates for the same position and a hiring team must evaluate those candidates.
Usually, one hiring team member will do an initial call with each candidate, but their opinion of the candidate can vary greatly based on their mood and any biases they may have.
Automated skills assessments remove many risks from the screening process and give each candidate the opportunity to prove their skills by performing a technical task. If they are the best at the task, then they can advance to the next part of the hiring process and not worry about being unfairly assessed by one person. While there are still risks of biases at later stages of the hiring process, there is at least a better chance that the hiring team will be open to any candidate who has proven their adequacy during the testing.
Technology is Helping to Better Manage the Talent Supply Chain
Technology plays a significant role in effectively managing the talent supply chain in the post-pandemic world. However, no single tool can solve the end-to-end, hire-to-retire touchpoints both from an employee and HR standpoint. To achieve this, HR technology vendors must work together to build an effective ecosystem by integrating multiple tools, and data should flow seamlessly from one tool to another.
Head of U.S. Operations, iMocha
Tech Has Increased the Strategic Impact of Recruiting
The first iterations of hiring technology only made traditional ways of hiring scalable – where a company posts a job online and applicants can choose to apply digitally. But this reactive approach is limiting, forcing employers to rely primarily on inbound candidate traffic to fill the pipeline for open jobs. Smarter hiring technology is changing the way organizations bring in talent by empowering recruiters to take a proactive, outbound recruiting approach.
With recruiting platforms, recruiters today can source talent for specific skills and backgrounds – from an aggregate view of external talent pools or by enriching data for existing candidate profiles housed in their ATS or CRM – and engage with potential job candidates without waiting for them to submit an application. This change has given recruiters the ability to have a far more strategic impact on the front end of the hiring process, especially when talent supply is limited.
Head of Community, hireEZ