With the ongoing pandemic causing most organisations to continue operating with a remote workforce, HR departments and recruiters are relying on technology more than ever before. Here are three ways recruitment and HR teams are leaning on tech post-COVID-19.
Recruiters and HR team members were already becoming more tech-savvy before COVID-19, but recently, there’s been a fresh sense of urgency for the industry to continue to evolve technologically. We’ve been forced to innovate and embrace the “new normal” of remote hiring. Although the job market has turned in favour of employers, increased application rates mean that organisations have no choice but to manage their time wisely and make prudent decisions. Otherwise, an unprecedented influx of applicants can lead to errors, inefficiency, and chaos.
You’re in a position to thrive by creating better virtual hiring processes where you can attract top talent from around the globe. It’s time to streamline how you vet, hire, onboard, and train your candidates digitally. However, it’s easier said than done. To succeed, you must maintain the human, personalised side of hiring while crafting a seamless digital experience. Follow leading HR departments that are doing it right by following these three tips.
1. Use an AI-powered Applicant Tracking System (ATS)
Use an Applicant Tracking System (ATS) to optimise your resume review processes while also reducing bias. Applicants are beginning to understand the importance of creating AI-friendly resumes, and HR professionals have a responsibility to make sure they know how to write for an ATS.
Artificially intelligent resume scanners are not just convenient, they’re becoming more and more important in narrowing down your applicant pools quickly.
Using an ATS likely isn’t a new concept for you, but it’s important to ensure you’re using the right one for your organisation’s unique needs. Is your ATS outdated or overpriced? Does it include background checks and special features to track a candidate’s progress through different the hiring stages? Can you take advantage of AI as part of your ATS? Now is a great time to step back and examine the bigger picture to ensure you’re capable of dealing with current market changes (such as increased application rates and the need for new digital processes).
2. Invest in the best HRMS solution
Many hiring teams need to invest in a human resource management system (HRMS) as much as they need a high-quality ATS. An HRMS features a centralised database, automates menial admin tasks, makes recruiting easier, decreases turnover, and includes a self-service portal for employees. Save your team a ton of headaches by figuring out which type of software is the most user-friendly and suitable for you, your recruits, and your current employees.
Cloud-based solutions are great options. These create a smoother hiring experience for users overall, leaving you to focus on fostering relationships with candidates and employees rather than worrying about administrative processes.
3. Optimise your video interviewing process
Video interviewing can be more efficient and less restrictive geographically than face-to-face interviews. Even if you’re not operating/hiring remotely, you can still obtain a lot of benefits! Facilitating a smooth video interview process takes finesse and skill. Don’t underestimate the associated challenges. (Check out these tips on how to successfully recruit via video interview.)
Have you considered implementing a virtual interview prep call for candidates? Does your hiring team rely on Zoom, or another video conferencing/interviewing software? Be sure everyone in your HR department is equally comfortable troubleshooting virtual interview tech issues.
A poor video interviewing process can mean qualified candidates opt-out of your application process. Map out the process as best you can, use good communication to ensure your candidates are fully prepared and comfortable for their interview, and give them the chance to demonstrate their knowledge/talent by setting clear expectations.
In the world of remote hiring, from choosing the right ATS and HRMS, to implementing video interview processes, lean on technology to create a better experience for you, your team and your candidates. In changing market, you may be receiving more applications than you can handle and narrowing down a list of qualified applicants can be increasingly challenging. Lean on good technology and processes, and consider this word of caution: prioritise personalisation and empathy throughout your candidate experience. Relying on technological advancement is great! But technology should never compromise the authenticity of human connection throughout your hiring processes.
Gabrielle Gardiner is a Manhattan-based writer who is passionate about sharing her insights to empower recruiters and job seekers to succeed. She specializes in creating content with actionable tips about professional development, most recently for websites like LiveCareer.