Investing in recruitment technology in 2020? Ask these questions first.


 

Looking back on the shift we’ve seen in recruitment over the past decade, it’s amazing how much of it is due to advancements in technology.

Within the past 10 years, we moved from newspaper ads to job boards and social recruiting, from faxed or mailed resumes to online applications, from “phone tag” to texting and chat bots. Technology has opened up a whole new world to hiring, and the recruitment industry has become a completely different game.

The workforce is forever changed, as well. The latest generation to enter today’s labor pool is more technologically advanced than ever before. They are the digital natives who expect to be informed and updated at every step—and demand the same level of interactivity, transparency, and customer service they receive as a consumer.

Companies that want to attract, engage, and—most importantly—keep top talent in their organizations will need to embrace new technologies to remain competitive for talent. But at technology’s current rate of change, it’s can be hard to know what is right for your company.

Too many open positions to staff? Learn how Powersourcing can fill your recruiter's pipeline fast.Three questions to ask yourself before you invest in recruitment technology.

Recruitment technology offers many opportunities to make your recruiting process more effective, objective, faster and, in some cases, more personalized. But knowing where to prioritize investments, how to integrate tools into your existing infrastructure and how to apply them in the most meaningful way can prove difficult if you don’t first take an objective look at your current talent acquisition processes, the needs and desires of your unique candidate pool, and your business goals.

Ask yourself these question before making your investment decision, and you’ll be better positioned to truly unlock technology’s potential for enhancing your process:

Q1: How does this fit within my strategy?

There are many technologies on the market, so choose wisely. One way to ensure the highest return is to consider any acquisition holistically. Thinking beyond time and cost savings, ask how a recruiting marketing platform or chatbot can lead to greater engagement and higher candidate conversions. When building a business case, account for all the benefits and costs that might result.

If your goal is to enhance candidate conversions, make sure your technology strategy also accounts for the candidate experience. Tools that enhance communication, make the application process easier, provide status tracking, serve content and engage job seekers in other ways should be part of your investment road map. Not only will these technologies help to create a more memorable hiring journey for talent, but will surely improve your overall employer brand too.

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Q2: How do these new technologies impact the candidate experience?

It’s tempting to automate as many steps in your  recruiting function as possible, but technology isn’t always the best option for getting work done. It’s important to determine where the human touch is essential, especially when dealing with automation that is candidate-facing.

For example, there are AI tools that now screen resumes within your ATS to help match prior candidates to new positions, allowing recruiters to reconnect with people who have shown past interest in your company but may not have been right for a particular role at that time. This saves time, effort and money and works completely behind the scenes, leaving the recruiter to connect directly with any talent they find that fits.

Download your free guide: 5 Steps to Creating a Social Media Recruiting strategyChatbots are another popular AI technology; They have a broad range of functionality and can be used in a number of ways, often outperforming humans in terms of the speed and accuracy of their response in a narrow domain. But chatbots are designed to augment, not replace, human interaction. To deliver the white-glove treatment top talent demands today, you’ll have to pay special attention to where along the candidate journey they’re employed, and balance their use with a high-touch approach throughout the rest of their experience. If you are using candidate experience surveys and planning on implementing a new HR recruiting technology, be sure to update your surveys to ask how candidates like interacting with those technologies.  

Q3: Who can I trust for help in choosing the right technology?

Human Resource leaders are being asked to be experts in processes, operations and maximizing business performance, to name a few. Adding technology to the growing list is just one more demand. Look for support when it makes sense. You can gain the insights you need from industry analysts, professional organizations, technology vendors, and your talent strategy or outsourcing partners.

A recruitment process outsourcing (RPO) like Newton Talent will often have the expertise and the implementation experience you need to help facilitate and maximize your investment. Most importantly, they’ll help you keep your investment aligned with your strategy, and help you avoid investing in overlapping or redundant  technologies that can delay your processes, damage your brand, and end up costing you in the long run.  Most importantly, it may just be a matter of maximizing the investment you currently have with the HR technologies in place.

Finding top talent requires staying up-to-date on the latest technologies. You may not be able to afford to adopt every “trend” or new technology that comes along, but you really shouldn’t want to, either. Keep your recruiting strategy—and the relationship you want to build with your candidate—sharply in focus and you’ll be more apt to make a smart investment every time.

Do you know what it takes to drive better engagement with your candidates and employees? Talk with the experts at Newton Talent and learn how we can help you build and implement the right strategy for your company. Connect with us.

Written by Patty Silbert

President of Newton Talent since 2018, Patty Silbert has over 30 years of experience developing the innovative solutions that help HR professionals just like you meet their most pressing recruitment challenges and their companies achieve their talent acquisition goals. She is a regular writer and speaker on the subjects of recruitment strategy, employment branding, HR technology, and leadership.