Those of us that have worked in recruiting for a while have witnessed an evolution in HR technology that is literally mind blowing.
Just in the course of my own career, we’ve moved from placing newspaper ads to job boards to social recruiting without even missing a beat. The technologies we used to track and manage talent became cloud-based and mobile optimized. Successful businesses are constantly optimizing new automated processes to further a world-class talent management strategy. So if you’re contemplating an investment in 2019, know you’re not alone: a Randstad study says 65% of employers globally will likely do the same, believing it will free up their HR staff to focus on other critical business functions.
But where do you invest? Today, the recruiting automation landscape encompasses nearly 70 different technologies, and we anticipate this number will only grow. As a company’s Human Resources leader, it’s easy for you to get overwhelmed by the growth of recruitment and people management 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.
If HR technology is on your wish list for 2019, 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:
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.
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.
Chatbots 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.
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.