For years, talent acquisition professionals have been warning of impending talent shortages due to changing job demands and more people exploring the gig economy and other unconventional ways of working.
The COVID pandemic proved to be the major accelerator of the deficit and the Great Resignation made a lasting impact. But even before the pandemic, there was a huge imbalance between open positions and available workers, turning the hiring model on its head. Now, best practice hiring processes are more important than ever to keep talent happy and fill open positions.
Ultimately, this shift has further reinforced the importance of building relationships in employee search, something that may have faded as companies received thousands of applications per position. Candidates became lines on a resume rather than fully formed people who spent time getting to know companies.
Recent data shows the power of employees. Both job openings and workers leaving the workforce reached an all-time high in March 2022. Many hired candidates don’t show up for work – as many as 20% of those hired at some companies. Reasons cited include “the hiring companies had previously ignored them after interviews or job applications.”
Obviously, companies have some work to do in a candidate’s market. A recent survey of talent acquisition leaders in the US found that nearly half (46%) of those surveyed said cultivating meaningful candidate relationships is their top priority for the coming year.
Candidates, not companies, are now in control of the hiring process. Candidates are now interviewing four times as many as before the pandemic and are more likely to receive multiple offers when talking to your company. In addition, we found that candidates make decisions faster (often within 15 days). They don’t wait for a company that doesn’t respect their time or try to get to know them.
Candidates pay close attention to how a company treats its employees. A candidate’s first meaningful conversation must be with a human being; otherwise, you’re sending the message that you’re not prioritizing building real relationships with your employees.
Companies struggle to cultivate positive candidate relationships through Zoom and a slide deck. Since you are likely to hire new employees without meeting them in person, it only reinforces the need for technology to support human interaction, not replace it.
And we know we need to make time to cultivate these relationships, we need a smart tech stack that improves efficiency to make this happen. With such uncertainty and the importance of good recruiting, more companies are investing in technology to win in recruiting. By 2026, an estimated $24.6 billion will be spent on HR software.
That said, technology can also be a barrier to the hiring experience, especially for companies committed to greater equality. For example, companies should avoid relying too much on technology that scans resumes to automatically assess candidates, or risk missing under-the-radar workers who don’t have traditional credentials but more than make up for it with hard work, passion. or ingenuity. And while advances in natural language processing and machine learning can power chatbots that can communicate with prospects, forcing them to communicate with a computer rather than a human is sending the wrong message to candidates.
Technology cannot replace humans during employee recruitment, which means you put effort into building a relationship.
The good news is that technology can help companies manage many administrative tasks and make it easier to connect with candidates, so recruiters and hiring managers can focus on building those all-important relationships.
3 ways technology is improving the hiring process
Automation. Candidates move fast; companies need to move faster. By automating things like scheduling and enabling the sharing of candidate assessments, companies can get to an offer faster and meet candidates on their timeline. Eliminating any delay in the hiring process to speed up decisions helps you find, meet and make an offer with the best candidates. Companies spend too much time manually scheduling interviews with multiple executives, who have to search emails for resumes and then take notes to share with the hiring manager. By minimizing the prep work, both candidates and employees interviewing them can focus on connecting and asking the right questions.
Stronger relationships. Technology can help companies connect candidates with interviewers best able to forge strong relationships during the hiring process. Left to manual routines, recruiters often choose the interviewers they can rely on or know will accept the scheduled time. This leads to overuse and distracts those employees from their actual jobs. It also doesn’t show the diversity of the company or may miss using the perfect employee to interview a specific candidate based on shared interests or diversity. Automating this process finds the right interviewer based on the unique candidate situation and ensures that no employee is overloaded with interviews.
insights. Companies are always looking for better insights into their recruitment processes. In the absence of automated technology, companies must ask candidates to provide feedback about the process manually, and someone must collect and analyze the data. By automating surveys that ask candidates how they feel at any point in the hiring process, companies can measure their hiring approach and then take actions to continually improve the process.
Technology is a tool, not a substitute, for human interaction in your HR or recruiting process, so you need to use it wisely. It cannot and should not mimic the human experience you provide candidates enticing them to join your company. What it can do well is demonstrate your commitment to using automation for good, building relationships, and leveraging insights for a better employee experience.
Ahryun Moon is co-founder and head of business strategy at GoodTime, which creates a tool to optimize meetings. Its mission is to build automation that frees people time from manual tasks and helps build connection.
This post Smart recruiting strategies using technology was original published at “https://www.fastcompany.com/90758202/how-to-use-tech-to-help-recruit-better-candidates?partner=rss&utm_source=rss&utm_medium=feed&utm_campaign=rss+fastcompany&utm_content=rss”