So, you have a desirable position and you want to attract the best possible talent. You want someone who is an expert in their field, adaptable and reliable. If you haven’t developed a tech-savvy recruitment experience, then you could be missing out on some of the best candidates for the job. The majority of job seekers are using technology to find their next job and if you aren’t keeping up with the times, it could inhibit your ability to attract applicants.
Millennials will make up 50% of the global workforce by 2020, according to a 2016 PWC study. To reach this growing candidate demographic and the other incoming generation, Generation Z, recruiting professionals must understand precisely how these generations are searching for jobs.
Aged 22 to 37, millennials are inherently tech-savvy and anticipate an amazing candidate experience that’s as simple as their consumer-focused experiences are. We’ve put together three ways to begin using technology to create a tech-savvy recruitment experience.
Expand your hiring team with AI and Intelligent Automation
Artificial Intelligence in the workplace may be a new idea to you, but according to the Harvey Nash Human Resources 2017 Survey, around 15% of HR leaders in over 40 countries report that AI is currently impacting their workplace.
For example, instead of vetting innumerable CVs/resumes or hiring a recruiting admin, AI can do all of that work, faster and more efficiently. By using AI-enabled recruiting software, you expand your workforce without involving more people in the process, increasing the candidate experience, ensuring quality and creating space for additional strategy work, so you can offer a tech-savvy experience.
Using intelligent automation can significantly cut down on your workload while engaging potential employees at a faster pace. We are at a point where we can use technology to see the future of an employee’s performance rather than just tracking it after-the-fact through predictive recommendations. This allows you to hire better in the future, by applying these prescriptive analytics to future hiring cycles.
All this impacts the candidate by creating a faster turnaround time, allowing them to glean information before the career event or interview and vetting those that aren’t the right fit, right away. Take it one step further by implementing software that suggests open positions for them or has CRM features to encourage them to re-apply at a later date.
Don’t forget about mobile access
Whether your talent is across town or across the country, chances are good they’re using their smartphone to research your company and even apply. According to Glassdoor, at least 45% of job seekers report using their smartphone at least once per day specifically to search for jobs.
In the same survey, they found that creating mobile-friendly landing pages is essential in today’s technology-focused world. Ensuring the landing page is easy to read, goes to the correct page and does so in a timely manner are all important aspects. If the landing page takes too long to load, it would be easy for a candidate to assume the link or website doesn’t work and move onto the next job or company.
When attending a high-volume hiring event, it’s crucial to have mobile access and capabilities. If you force candidates to use your device or fill out cumbersome paper applications, you’re going to see A+ candidates walk right past you. Consider that job applications should also be designed for mobile first. If your applicants have to pinch and zoom to fill out your application, well, they won’t be filling out your application.
Assess skills online
Online testing can be used to assess the competency of a potential employee, as well as testing certain supporting documentation. This can be used in most levels of candidates to verify their skills during the recruiting process. To save everyone time, these tests can be administered and reviewed online before the first round of interviews.
You can even get into the minutia of details by screening candidates’ personalities to select those who would best fit in your business. This is another tool that can speed up your recruitment process and keep applicants engaged. By assessing your applicants before a recruiter speaks with them, or before second-round interviews, you can ensure time is spent efficiently. No candidates want to attend several different interviews only to find out they don’t have the right skills or the company culture is misaligned with their values.
Again, you want the “best and brightest” talent for the positions you’re looking to fill. Using Artificial Intelligence and Intelligent Automation, mobile-friendly experiences and assessing skills online are all sure-fire tactics to make the modern, tech-savvy experience you’re looking for a reality. These practices can improve the candidate experience and draw even more applicants to you. The warmth a candidate feels toward a company can be deepened just by being available to answer questions, being able to easily navigate your website and feeling like they are being taken seriously by assessing their skills up front.
This article was originally published on the Oleeo Blog by Charles Hipps.
About Jeanette Maister:
Global talent acquisition technology leader with extensive experience in global talent acquisition, applicant tracking systems & recruiting technology, recruiting metrics and process. Deep insight into all aspects of campus recruiting strategy. Recognized for driving growth and helping clients transform their recruiting efforts.
