But, do you know what to look for in your RPO firm’s technology platform? Or what should you consider if your organization wants to purchase your own hiring technology for in-house use?
A technology platform with the right features will make it possible to widen your search to find more candidates, while at the same time predicting how well those candidates will fit into your company culture.
Here are the five components to look for in a strong hiring technology platform:
- Big Data—A buzzword, this refers to a platform having access to large pools of data that can help streamline hiring decisions. The key differences between big data and traditional metrics is the volume, speed of movement, and variety of information available. If your technology platform utilizes big data, it can use high volumes of data from many sources and sort through that data quickly to produce quality results based on specific needs. Big data can help you understand patterns in your hiring decisions, talent acquisition activity for your industry and the history of candidates. It can also help you predict future performance and reduce the uncertainty of hiring decisions.
- Predictive Analytics—Predictive analytics help anticipate future performance by measuring activity over time, identifying trends and providing metrics about turnover rates, talent pipeline gaps, cultural fit, and future expected performance for candidates and positions.
- Applicant Tracking—Applicant tracking systems help your organization manage the data from each candidate you screen and interview. By organizing candidates according to skill set and experience, it allows you to quickly find the right talent for every open position.
- Prescreening—Prescreening technology uses questions to evaluate a candidate’s skills, past performance, education, background experience and more, allowing you to determine the candidates with the best qualifications. Prescreening reduces the amount of time spent screening resumes and helps create a short list of qualified candidates. It also ensures your company’s initial evaluation is fair and unbiased.
- Networking— A robust network helps companies connect with potential candidates, receive recommendations, identify good referral candidates, and check references easily and quickly. The right technology platform will help your organization manage your network and use it efficiently to connect with potential candidates and get the referrals you need to make better hiring decisions.
Whatever you decide for the right hiring technology, just make sure you don’t remove the human component altogether and rely solely on a computer for hiring decisions. When you have two or three candidates who fit your qualification requirements, nothing replaces human judgement on fit of skills and culture. Technology will never replace a candid conversation, follow-up call, or personality evaluation. Powerful technology is best leveraged at the beginning of the hiring process to more quickly and astutely identify quality candidates to move through your hiring process.
