Recruitment Technology – Do I Really Need It?
Fully optimized talent acquisition is business-critical, and to achieve it, organizations need to skillfully and proactively handle current changes, while also keeping an eye fixed on the future. To embed best practice talent acquisition, an organization needs to be agile enough to manage and react to the rapidly changing and evolving employment marketplace.
While some organizations are standout early adopters, most vary widely on technological maturity, with a fair number overwhelmed by the sheer range of products and systems now available.
Here we outline several reasons as to why you should consider acquiring and implementing cloud-based recruitment technology at your organization, to meet your talent acquisition objectives
So much more than just applicant tracking
Recruitment Technologies are the right-hand of modern recruitment. Investment in Talent Acquisition software-as-a-service allows an embedded, integrated approach to candidate management that goes beyond just a simple applicant tracking system (ATS), or worse still, an Excel spreadsheet. By automating transactional activities, and applying machine learning, time can be re-assigned to more strategic human capital engagement activities.
As new technology skills become increasingly important to the success of business, having an in-house team capable of securing them will be key. However, we are entering a period of a huge change as a new era of talent acquisition dawns. If you want to succeed in this new digital era you need to understand that change is happening, why it's happening and how to adapt if you are to bring the right skills into your organisation.
The 3 era's of Recruitment
To date, there have been two eras of recruitment spanning the last 30 years both of which have fundamentally shaped how recruiters, both in-house and agency source talent. As we enter the third era, the digital era, it's important to learn from the first two, in order to understand how the market for talent is changing.
As the move to digital has gained momentum, the active talent pool has decrease significantly in quality and in volume. LinkedIn was once a valuable tool for recruiting but this is no longer the case. The people you want to hire just don't use the platform as much as they once did. when they do, they are faced with a barrage of mostly irrelevant job offers and irritating messages. Talent is looking to belong to niched talent networks, whereby the network and community gains value from technical discussions, relevant industry job notifications and engaged conversations.
The bottom line is that in-demand talent now expects career opportunities to find them, so they are no longer looking for you.
Candidates have more choice than ever before as the balance of power shifts from employers to people. Every company now has the same ability to market their vacancies to the same talent pool and many have something to offer as they invest in digital transformation. The net result is that it's now harder for employers to stand out than ever before. And do I dare ask, how does External recruitment firms brand and market themselves as the preferred agency in their niche.
Modern recruiters must be able to embrace the art of social selling, Talent technology and become a marketing champion with an ability and discipline to develop a strong online brand for themselves and their business. Recruitment Technology's purpose is to empower recruiters and enhance the whole recruiting process, for both recruiters and candidates (we at DIGGER, penned the term Augmented Intelligence for recruiting). As in the case in so many other instances, technology in the recruiting industry is only as good as the people who use it.
2 Benefits of Augmented Intelligence for Recruiting:
Huge Time Saving - AI reduces sourcing time -
The most obvious benefit is the time recruiters save by automating parts of their process. The average recruiter spends anywhere from 40 - 60% of their workday searching for new candidates. By applying data science at the very beginning of the recruitment funnel telling you exactly who to talk to first & why, recruiters gain 3 - 5 hours back each day that ban be spent engaging with candidates, interview applications and performing other tasks that require Human Intelligence.
The skillset of recruiters is better utilized building relationships with candidates -communicating the value of the job, rather than spending the majority of their days performing menial tasks. AI redirects this cause to be a priority.
Enhance Candidate Experience -
Emotional Intelligence remains irreplaceable. AI empowers recruiters to humanise the recruiting process and the candidate experience. According to a recent DiggerApp survey, three in four (77%) candidates actually prefer human interaction or continuous engagement when searching for a job. Candidates want to feel valued and appreciated - like their time and their future are important to a potential employer. AI allows human interaction to be a top priority and no longer a time constraint barrier for your team.
As AI and other technologies take over the basic, time-consuming tasks of sourcing candidates, human jobs will shift. Recruiters are now relationship builders and managers. Savvy Recruiters will continue to embrace new TA technologies and hone their relationship building skills - Deloitte Global Human Capital TrendsThe Future of recruiting will always be human but will be increasingly augmented by tools and technology that will benefit recruiters and job seekers alike. Here's to the Technological Augmented Recruiter of Industry 4.0