In today’s data-rich, technology-enabled world, organizations are realizing the need to evaluate their methods to ensure they remain at the forefront of the job market. With HR technology evolving at a significant rate, the way in which we recruit and manage the candidate journey is changing. So, what are the key trends in recruitment technology that you can take advantage of in 2018?
Allegis Group Services reported that 84 percent of job seekers would consider leaving their current employers for a company with an excellent reputation. With the exponential rise of social media over the past few years, monitoring, controlling and focusing on your employer brand is more important than ever. The way you utilize technology to enhance your employer brand could give your organization the edge against the competition to attract top talent.
Platforms like Glassdoor provide a powerful opportunity to promote your employer brand to candidates who are evaluating potential employers and advertise jobs to ideal candidates who may not be aware of your organisation. When combined with a focused and engaging social media strategy, you are giving your brand the platform it needs to reach a vast online network of potential candidates.
Job search and application processes must be innovative, user-friendly and most importantly mobile-optimised to keep candidates engaged in the process. According to Glassdoor, 89 percent believe a mobile device is an important tool for job searching, highlighting the risk to your acquisition process if your recruitment technology isn’t up-to-date.
When you consider this, combined with the aforementioned rise of social media in the recruitment strategy, the need for your job boards and applications to be compatible with these social networks and mobile based applications is essential in allowing candidates to access vacancies quickly and easily, ensuring a seamless candidate journey.
Today’s candidates need to be engaged in the entire recruitment process – not just the initial application. Gone are the days when the candidate journey consisted of merely submitting a resume and being called for an interview. Now candidates expect far more from an employer, and often the application process can be a sign of things to come. According to the Talent Board, 49 percent of respondents rated the overall application process 1-3 stars out of 5, which highlights the gap between candidate expectations and what’s on offer from the employer.
The process must be quick and convenient and recruiting technology is allowing just that. Candidates now have the ability, not just to apply for jobs via a smartphone, but also to take interactive assessments, self-schedule interviews or click on a link to a video interview that can be completed online at any time – all in a fraction of the time of the traditional recruitment process.
Talent acquisition technology can (and should) spread much further than just recruitment – in order to truly revolutionize an organization’s people strategy, technology must encompass the entire employee lifecycle. In addition to a robust recruitment platform, companies likely also use Talent Management Systems, Learning Management Systems and Human Resource Management Systems.
Naturally, if you use a different system for each of these, you’re likely to end up back at square one with all your data stored in different places, placing strain on your HR departments who have to sift through the information. Avoid wasting your resources by choosing a platform which can manage all these stages, or a maximum of two platforms on the market that can communicate with each other.
Right from recruitment, through to on boarding and managing the workforce, you will amass valuable data and having it all in one place puts you in a strong position to develop your people.
The Value of Psychometric Assessments
Thomas’ psychometric tests provide an in-depth insight of what goes on under the exterior of a person – their intelligence, skills and personality – and can enable you to tackle a whole array of people decisions. Put simply, they can compare one individual’s performance with others, or show what the areas of strength and limitations are within an individual.
Commonly, psychometric tests are used to recruit new staff, identify people with the potential to be developed, counsel people to reach their potential, build successful teams, provide career advice, coach people, identify stress factors in an organisation, decide on the best organisational or team structure and create incentive programmes that really motivate.
Feedback is therefore crucial to interpreting and understanding the results – we have a highly-skilled client services team to do this for you or we can train you through our accreditation courses to provide the feedback yourself. In fact, research shows that a lot of people enjoy a well-run testing process because the feedback gives them more information about themselves than the report.