Halfway through 2020, as we battle disruptions in the economy, social life, work culture, and professional environment, it has become essential for HRs to revisit their recruitment techniques. This is to ensure they realign themselves with the new reality and continue to acquire the best talent out there.
Be technology-driven, but don’t forgo the proven techniques
Tech-driven recruitment techniques have been game-changers in recent years, but to exploit its full potential, HRs need to make it more holistic. And that can only happen when you also incorporate the best practices in traditional techniques. For example, video interviews are the need of the hour, but while you do that, you can use the same interview strategies that you would use in a physical meeting. Blending the best of both will make your recruitment process more sophisticated and streamlined.
Natural Language Processing/Neuro-Linguistic Programming
As HRs harness the power of machine learning, NLP is shaping up to be the biggest defining recruitment technique. NLP tools can help source and screen candidates and thereafter, assess their skills, run a behavioral analysis, and yield the best talent suited for the respective positions. And because NLP is a completely scientific and data-driven method, it eliminates the risk of human bias, which is common and unavoidable during personal interaction. It uses voice and body language recognition which can work towards analyzing and reviewing candidates during interviews in a non-biased manner.
Predictive analytics, a not-so futuristic recruitment technique
Predictive algorithms might have been a niche thing so far and used in only particular organizational functions and/or processes, but not anymore. With more emphasis on data-driven methodologies in recruitment, predictive analytics will begin to play a very significant role in the hiring process, especially for tech companies and enterprises where innovation drives businesses. With predictive analytics, HRs and recruiters can get additional insights on every candidate and generate a fine-combed list, best suited for the available opportunities. It also makes the selection process faster, activates an untapped talent pool, and so on.
Embrace data-driven recruitment techniques
Data-driven processes are “the” way to approach organizational functions and making everything streamlined and insightful. Recruitment also needs to be on the same page. Data drives sharper results and such results drive efficiency. With insightful data, recruiters can get a better assessment of the talent they are scouting and how they fit into their organization.
Invest and integrate AI across processes
AI is not just about making systems trendier to analyze candidate profiles. It also works as a tool to measure the performance of the recruitment team. Your department’s internal assessment is equally significant and impacts the overall process. With AI models, you can get better and deeper insights into the “quality” aspect of your hiring process and recruitment techniques, by analyzing all possible metrics involved. Additionally, use AI-run chatbots to reach out to candidates, set up interviews, etc.
Become mobile-friendly, rather mobile-first
If “digital-first” was the mantra till last year, mobile-first is what the recruitment industry needs to narrow down to, this year on. Being a segment of digital recruitment techniques, mobile-friendly methods, and apps help expand your reach and tap a larger spectrum of candidates.
Be smart with your recruitment marketing
This is the time to exploit digital channels and social media marketing to their fullest potential, more than ever before. Reaching out to potential candidates on their social profiles, staying connected through online communication channels, etc. is proving to be the most strategic way to market your job opportunities. This will only increase going forward.
Use screening technology that integrates video analytics and reports
Seeing is believing and nothing drives more impactful results than video-based analytics reports. With more emphasis on video-based reports, it only makes sense to use such technology for screening and onboarding candidates. Also, video analytics help the hiring team keep records of every testing method and re-evaluate at a later time to know which one works the best and which doesn’t.
Use an ATS that fits your needs and serves your end goals
There is a host of ATS available in the market. But which one do you need? First of all, you need to understand the end goal that you are trying to achieve with your hiring method. Then make a list of tools that you are looking for in an ATS. There’s no point in decentralizing the tracking and screening process anymore, especially when most recruiters are working virtually. Rather, look for a system that tracks, analyzes, and shortlists based on your given parameters, thus saving your time and resources.
Use a cutting-edge testing method
To make your recruitment strategies future-ready, you need to look at testing systems that integrate all or most of the essential elements like AI, video analytics, NLP, data-driven screening, and so on. A tool like Oto_Code can help you meet most of these goals. And that’s when you can get the best talent for your organization and increase efficiency and productivity.
With remote work and remote hiring becoming the new normal, it is important that you double-check with your existing tools to see if they support all these techniques. If not, it’s time to look for new recruitment solutions.
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