The constant advancements in technology have continued to impact not just our individual lives but also the way business is done. Much like every other industry, the last few years have seen the emergence of several recruitment technology trends that have come to define human resource as we know it.
Traditionally, recruitment has been an exhaustive process that involves a range of critical steps like job application posting, candidate screening, conducting interviews, background checks, negotiations & onboarding of employees. Today, the recruitment landscape is evolving rapidly and recruiters are increasingly taking to technology to not only find & retain the best talent, but also deliver a seamless candidate experience. Let’s look at the top five recruitment technology trends that are likely to define hiring in times to come:
The role of AI in recruitment is something that has been often debated & talked about. However, the highly competitive nature of the industry and the recent COVID-19 outbreak has forced many traditional recruiters to start thinking outside the box. According to a survey conducted by Advanced for 2019-20, more than 35% of recruiters were looking at using AI in their daily professional lives – a number that is only expected to rise in the post-COVID world.
The recruitment function consists of several repetitive tasks like application screening that end up taking a big share of a recruiter’s time. AI has proven to be particularly effective in automating these tasks, allowing onshore teams to focus on value-driven functions. In addition, recruitment agencies have now also started looking at AI chatbots that speed up the hiring process & improve candidate experience.
QX’s Email Parsing Tool has helped many recruitment agencies automate the process of parsing data from multiple email template. Read the case study to find out how this saves time & money, increases efficiency and improves accuracy.
An Applicant Tracking System (ATS) is often defined as a human resource software that allows recruiters to manage applications digitally. ATS’ have become extremely popular in the last few years and going in to the future, could very well become a norm for organisations moving towards a digital HR.
A reliable ATS can play a key role in storing candidate records in one place, raising jobs digitally, tracking application status & store information for future use. However, choosing an ATS is a critical decision that can define your HR function for years to come – so, make sure you weigh in the pros & cons and pick an ATS that meets your specific organisational needs.
Amongst the many implications that the COVID-19 outbreak has left behind, it has managed to greatly impact the hiring process for both the recruiter as well as candidate. As companies adapt to remote working & move towards global teams, hiring is no longer defined by location. In times to come, more & more recruiters are expected to use video technology to conduct interviews – speeding up the hiring process, saving time & money and gaining access to a global talent pool in the process.
Several companies, in fact, have gone a step ahead and integrated VR solutions in their recruitment process as well. Virtual office tours, simulated assessments, and interactive interviews are some of the key areas where VR is expected to enhance the candidate experience in the near future.
As recruitment moves from being an employer-driven to a candidate-driven industry, finding & retaining quality talent is more difficult than ever before. Over the years, HR teams have come to realise that the best way to attract quality talent is to market, not advertise, job openings.
Recruitment marketing software play a crucial role in applying best practices & modern marketing techniques to job postings, ensuring that they reach qualified candidates. In addition to making the postings more attractive, these software also automate the task of distributing them to modern channels used by dynamic job seekers.
Much like other functions within an organisation, the use of data to make business decisions has been prevalent in HR teams as well. In addition to performing routine tasks, modern HR professionals are expected to collect, store & analyse data to continually improve the company’s hiring processes.
If industry experts are to be believed, analytics will go on to play a bigger role and will act as key driver for HR professionals in the near future. It is projected that data will play a key role in helping HR managers better understand their recruitment channels & employee performance. This, in turn, will allow recruiters to make more informed decision and take hiring to the next level.
To ensure business continuity during COVID lockdowns, a recruitment agency wanted to migrate from a paper-based to a digital timesheet processing structure. Read the case study to find out how QX enabled the transition to a 100% paperless process.
QX is a leading UK-based finance & accounting services provider for recruitment agencies in the UK, US and other markets. Our range of recruitment accounting services have helped our clients leverage technology & implement automation. The QX team of qualified accountants is adept with all industry-standard software and is also flexible with working on any additional systems that suit your organisational needs. Contact us to know more about QX’s solutions for the recruitment industry.GET IN TOUCH