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By using the right recruiting technologies, companies can stand out and fill jobs with qualified candidates.
Despite layoffs from large companies in 2022 -- such as Oracle, Shopify and Tesla -- hiring still remains hot. Payroll headcount increased by 528,000 in July 2022 and the unemployment rate fell to 3.5%, according to a report from the U.S. Bureau of Labor Statistics. Currently in the Great Resignation, employees are leaving their jobs in record numbers and exploring other career options.
Recruiting technologies are making the hiring process quicker and more efficient. Remote work has changed the way companies hire employees, and recruitment trends include technology for talent acquisition.
1. Mobile recruitment
People use their mobile devices for many activities, including shopping, paying bills, ordering food and searching the internet. As of August 2022, 60.67% of internet traffic comes from a mobile device, according to Statcounter.
To meet this growing demand for mobile use, companies need to ensure their websites are optimized for mobile search -- including their career pages with job postings. Mobile-friendly websites do not have to be exact copies of the desktop version and should include content stacked vertically to make more readable, quick navigation options and a click-to-call option.
Daily active users for job apps -- such as Indeed, LinkedIn, ZipRecruiter and Glassdoor -- have been hitting new monthly highs since March 2022, according to a study by Apptopia. Because of this high usage, companies need to consider these job boards in their mobile recruitment strategy as more people continue to job search from their smartphones. People can create accounts, upload their resumes and apply to multiple jobs by visiting these sites instead of going to each company's website. Companies can include a link to their website in the posting so people can also see the original posting on the company's website.
An automated chatbot can engage with a website's users and answer 80% of standard questions, according to an IBM report. For recruiting, companies can use chatbots to perform screenings, reach out to candidates and update applicants on their job status. Chatbots can also direct applicants to other jobs based on keywords in their resumes and candidate profiles.
When choosing chatbot technology and functionality, businesses should look for chatbot ability to carry out natural and robust conversations, ensuring candidates don't get a bad impression of the company from the wrong response. Chatbots can answer general questions about a job quickly, and companies can choose whether the chatbot pops up automatically or if the website viewer hits a button to engage.
Recruiters should be involved when developing and training chatbots to make sure the candidate experience is positive. Chatbots need help to guide the right people through the recruitment process. First impressions are important, so be sure to test chatbots in various scenarios before using them with job seekers.
Learn more about screening resumes here.
3. Virtual reality
Virtual reality (VR) can enhance many areas of human resources -- including recruiting and training. Virtual avatars -- either a real person or chatbot -- can be used to conduct initial interviews with multiple candidates to determine the best fit for those to talk to human recruiters.
Recruiters can also get a good sense of an applicant's personality by performing a skills assessment. VR offers the opportunity to see how an applicant behaves and can test how the applicant collaborates with others in the virtual environment. By using VR technology, companies can create simulations of daily job activities and see how the applicant performs.
VR may be expensive to implement, but by using VR in recruiting now, a company can get an edge over the competition. Sixty-five percent of candidates said they were more likely to accept a job if they experienced it through technology before starting the position, according to a "Future of Recruiting" survey.
Blockchain technology can also help simplify the hiring process. Companies can receive verified job applicant data and keep this data safe, adhering to data privacy regulations such as GDPR and CCPA. Types of applicant data that can be verified via blockchain include background checks, salary history, college transcripts and training certifications.
Verified applicant data is essential because one out of three people lie on their resumes, according to a survey by ResumeLab. Collecting and transmitting documentation can take up a lot of a recruiter's time, therefore some companies choose to hire outside firms to complete background checks and verify this information. Blockchain verification can save time and money in the hiring process.
5. Video interviews
Recruiters can speed up the interview process by using video technology. This way, candidates do not have to travel for initial interviews. Video interviews also let companies fill positions faster and can keep the best candidates engaged by responding more quickly.
Scheduling multiple interviews and dealing with several schedules is also easier with video technology. Video enables recruiters to screen more applicants and decide which people a company wants to invite back for a face-to-face interview, if necessary.
6. Automated recruitment marketing
Attracting candidates through advertising helps companies reach potential candidates. Businesses should treat job candidates like customers and reach out to them on the platforms where they spend their time. Recruiters should also consider passive candidates that are not actively searching for a job but may be interested if they saw the right opportunity.
Recruitment marketing can focus on a company's culture and why someone should consider working there to strengthen the employer brand. People that are quiet quitting their jobs are often looking for a better work-life balance, so be sure to highlight benefits for employee well-being.
Learn the differences between employee wellness and employee well-being here.
Automated recruitment marketing helps companies identify the best internet sites and social media platforms to reach top candidates, using AI. After determining the best sites, the automated marketing enables companies to schedule ads, watch impressions and track expenses.
Read about planning a successful recruitment strategy here.