Newer technology infrastructure continuously invades competitive job places, and employers are more eager to adopt new talent acquisition technology to attain the upper hand in hiring top candidates. When talent acquisition strategies are coupled with the latest technology, it brings the best results in recruitment.
Let us check out the 7 important ways where recruitment tech has shaped the recruitment trends in 2022.
Job aggregators are to jobs like Google is to information. Job aggregators are search engines that compile job vacancies and job postings from job boards and other online sources. They give job searchers access to websites where users can apply multiple filters, such as keywords, salary, job location, and more. Job aggregators filter information and display the most relevant information based on users’ searches as well as other important details like job description, job role requirements and the website where the original posting is done. They act as the one-stop shop for job seekers. Some of the top global job aggregators are – Indeed, Naukri, Monster Adzuna, Trovit and others.
Work-on-demand apps and gig hiring platforms help to connect employers with professionals to fulfill on-demand requirements or short-term and freelance work. Gig apps such as Giggrabbers, Upwork, Qwick, TaskRabbit, and Dolly help to recruit professionals for long-term or short-term projects. They come with various uses like – filling in for a shift, administrative tasks and others. Gig apps are a new revolution in providing recruitment solutions as they help to establish a more direct connection with professionals who are looking for project-based jobs, freelance opportunities, or regular jobs.
In the digital world, talent acquisition refers to a range of processes and workflows that HR professionals do to fill open positions.
Applicant tracking systems (ATS) are common for organizations that want to embrace digital HR.
To simplify it, an ATS is a type of human resources software that manages the application process digitally. ATS is a digital repository of all received applications that allows HR professionals to replace traditional methods of recruitment. ATS helps to automate the recruitment process by freeing up HR professionals’ time considerably and allowing them to focus on more valuable tasks related to reviewing applicants.
Pre-employment testing software helps to assess a wide variety of specific skill sets. It comprises soft skills, computer-based skills and advanced technical skills. Pre-employment testing uncovers the personality characteristics as well as behavioral traits of a candidate. These are useful to examine as they are indicative of a candidate’s competency for future job performance. When the test results are scored objectively, it becomes easier for companies to compare top candidates side-by-side and also make data-driven hiring decisions a data-driven free of unconscious bias.
Companies are adopting cutting-edge technology breakthroughs as they are economical and can make the hiring process much smoother. Considering the market is fast-paced and uncertain on shifting job-seeker needs. Outsourcing companies have recruitment experts in the organization who have proven recruitment experience. With the help of the virtual recruitment process, candidates do not have to be physically present at the office for an interview. Right from sourcing CVs to shortlisting and interviewing, today every step takes place virtually. The virtual recruitment process saves a lot of time and enhances your brand identity when candidates talk about a smooth onboarding process and experience on job network sites. VR or virtual recruitment is one of the commonly seen recruitment trends in the current talent acquisition landscape.
Predictive analysis is a potent talent acquisition tool that has recently begun to receive a lot of attention from organizations and is a trendsetter in the recruitment sector. Recruitment analysts assess the patterns of previous and present employees and generate forecasts for the future using this technology. It helps firms to streamline the hiring procedure by adding past insights to the future roadmap of the business.
The most common platform to share your thoughts is social media. But it has proven quite effective for recruiters to maximize organic reach to convey hiring opportunities. Companies establish their presence on platforms like LinkedIn, Facebook, and Instagram which increases their brand recall value and visibility. It is one of the best and most economical ways to broadcast recruitment postings for hiring companies. A job posting on social media channels helps potential user groups to interact and apply for the positions or share the word in their circles. With the broad reach of social media channels, job postings can be seen and heard by talent across geographies.
Any business’s talent management strategy impacts its success rate. During the covid-19 times, we’ve seen new technological advancements happening in every sector.
To support the new and faster ways of recruitment, plenty of technological changes have been witnessed in recruitment patterns. Moving away from traditional and one-way communication processes like – company-wide emails have changed into more interactive platforms like social mediums, which help in promoting open dialogue across the parties (employer and candidate).
Recruiters are prioritizing automated processes to attract the best people from the talent pool available today. It takes short time to hire and more time in building good communication among them.
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