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How developing technologies are impacting HR and recruitment

Posted by  Elise Toulman

Success in business relies on having the right team, but building that team can be difficult; your competitors are all looking for the top talent in your field, scheduling and conducting interviews is time consuming, and hiring the wrong person can be a costly mistake. Developing technologies such as automation, machine learning, and artificial intelligence stand to innovate and streamline recruitment by improving the candidate experience, accelerating the onboarding process, and overhauling HR. So, how can organisations employ technology to attract and retain the best candidates, and build a successful team?

It starts with strong branding

Communicate professionalism and dedication with a specialist careers site. One that integrates with your existing online presence, but is designed specifically to communicate your company culture and showcase exactly why you’re the right choice of employer. Delivering your brand story through different types of content, mixed with information about employee benefits and your growing talent pool, will prove you’re a desirable company to work for, and solidify your brand at the same time.

A mobile-optimised, search-engine-friendly careers site is a must - it’s the difference between you finding the right talent, and the right talent finding you. Recruitment is a two-way street, and what better way to convince candidates you are a forward-thinking, dynamic company, than by employing the latest technology?

Communication

By sharing your vacancies across job boards and social media, you stand the best chance of getting your vacancies in front of the right candidates for the job. And this is now a world-wide activity. Engagement from anyone, anywhere, on any device means  organisations can cast a wider net in the search for talent, but that goes for competitors too.

An applicant tracking system provides a database to share vacancies to all of your organisation's social media channels at the touch of a button, create customised application forms, and automate the sending of bulk branded and personalised emails to candidates. 

Offering the personal touch

In a world of automation and machine learning, prospective talent will appreciate a level of personalisation during their application process. This isn’t always possible, or economically viable, but to attract the best candidates, companies must deliver a first-rate candidate experience. Automatically scheduling interviews and providing feedback means HR can spend their time on actually turning a candidate into an employee - not only meeting but surpassing their expectations to win in the war for talent.

Rolling out the welcome mat

HR will spend a lot of time moving through the onboarding process with a new candidate, when their time could be better spent on more strategic tasks. AI can save time on the simple, repetitive tasks like allocation of desk space, so that HR can offer more valuable support like mentoring and feedback. HR could do so much more creatively if they weren’t bogged down with the repetitive tasks like benefits management.

With a streamlined onboarding process, HR can integrate new hires quickly with better engagement and lasting results. The right onboarding platform can help new employees get up to speed quickly with suggestions for training, offering connections and contact details for team members, and will offer access to essential resources, which could be anything from a digital copy to the company handbook, to a dedicated page on the website.

Streamlined day-to-day HR

HR has a number of key decisions to make daily. If an employee puts in a request for annual leave, it would be HR’s job to confirm whether or not they were permitted the day off. If an employee’s client call is monitored and they were found to be anxious, it would be HR’s job to suggest they take a break. If an employee requires more in depth training, it would be HR’s job to deliver a list of available training opportunities to the team manager.

Developments in technology mean that these manual processes are made quicker, simpler, and more efficient. Essential tasks are automated to free-up HR and recruitment administrators and to respond more quickly to employees’ needs.

The adoption of developing technologies makes for a diverse, successful team

A key driver in innovation and growth, diversity is now considered essential to be a true success in business and so is no longer seen as simply “nice to have”. More and more organisations are building diverse teams because they understand how significant it is in representing the industry.

Even with conscious effort, the Human Resources Professional Association (HRPA) found that employers are susceptible to “unconscious bias” - that is they lean towards people who they perceive are more like them. This can find its way into the job specification, the selection process, and the interview stages. AI’s algorithms highlight and eradicate these biases and open the door for more diversity in applications. This brings in a batch of candidates that may otherwise have been screened out, and relies on data, not gut feeling.

Elise Toulman