From professional networking sites and job boards to online applicant systems, technology has revolutionized recruitment, profoundly changing how employers and recruiters, such as Duffy Group, find potential candidates. Here, we re-evaluate a number of the foremost important ways technology has changed the way recruitment works today.
It’s changed much more behind the scenes while applicant tracking systems could be the foremost obvious way technology has impacted recruitment. Here are four ways technology has changed recruitment forever, and the way the industry has had to adapt.
Globalization – global reach to search out the candidates
Technology hasn’t just made it easier to use for jobs, it’s also made it easier for businesses to search out qualified candidates anywhere within the world. Without the boundaries of geography, recruiters can now scan for qualified candidates with the correct skills on job boards and professional network sites, like LinkedIn.
Currently, almost every potential candidate is looking to figure remotely, it makes it easier for recruiters to succeed in bent candidates they will have overlooked because of location. And it opens a recruiter’s reach to seek out professionals with a particular skill set that they cannot find locally.
Reduced bias – or increased?
Whether or not undertaken by fair and unbiased hiring staff, unconscious bias can skew the recruitment process. New technology has been developed to get rid of unconscious bias within the recruitment process.
More flexibility – at the expense of control
Companies that will get comfortable with the new digital workforce stand to achieve more in employee engagement. Allowing employees, the liberty to figure however they work best – whether from home, in an office, or from a coffee bar – creates a shift where employees start functioning from an edge of desired duty rather than required duty.
The best way to determine how they’ll improve your hiring process is thru trial and error, technology presents endless tools and resources for HR.
Employees want they own their own career paths, and this flexibility creates an overall sense of ownership.
Data overload in Recruitment
There’s such a thing as an excessive amount of data, although businesses can’t get enough of massive data – and it’s certainly valuable in recruitment.
While ignoring the important underlying problems with the recruiting function, allowing tiny details to skew the process and drive people to require action on things that do not matter, although more data means more confusion.
As these systems grow and evolve into more sophisticated platforms, they’re only getting more complex to keep up. Top performing companies can explore hiring an information scientist or analyst to assist be of the data and to take care of the software and hardware wont to collect and store the info.