5 Technologies that are Reshaping Talent Acquisition

Talent acquisition strategies, coupled with the latest talent acquisition technology, can provide the best results in recruiting for the company. With newer technology infrastructure continuously invading the competitive job marketplace, employers are more than eager to adopt the new talent acquisition technology to gain the upper hand in recruiting.

Talent acquisition technology is undergoing a huge transformation. With newer technology infrastructure continuously invading the competitive job marketplace, employers are more than eager to adopt the new talent acquisition technology to gain the upper hand in recruiting. So, let us check out the five ways in which recruitment tech has transformed.

1. Social media

Recruiting via social media has become one of the most widely used talent acquisition strategies. Today, everybody is on social media, including job seekers. Thus, it has become the perfect place for employers to find and network with their top candidates.

The concept of social media is still in its nascent stages. Still, it has experienced a substantial increase in recruitment activity in recent years, thanks to the easy availability of social media platforms to every individual via their smartphones.

Many companies are seeing the value in social media activities and are implementing considerable resources in the social media recruitment process. Social media finds more relevance because it adds an informal hue to recruiting, which was never seen before. With the help of the data available on social media, managers and recruiters can discover more information about their ideal candidates, which greatly helps with shortlisting the candidates for the final rounds of interviews.

Furthermore, social media has made job advertising easier and more effective with instant engagement from interested candidates. Plus, it also facilitates targeted marketing, allowing you to reach your specific target audience. For instance, Instagram and Facebook are great platforms for reaching out to a particular kind of demographics. This kind of targeted marketing ensures that only eligible candidates apply for the post, making the recruitment process efficient and effective.

2. Mobile apps

Delivering information is the most challenging aspect of the recruitment process. Recruiters should focus on creating a seamless communication and ensuring that the right candidates get selected for the right job role. This can be greatly achieved with the help of mobile apps.

Mobile apps help close the gap between candidates and recruiters. Calls or emails or other communications methods are good, but they are not that efficient, and often suffer from delivery problems. Mobile apps prove more effective in communicating and engaging with the candidate. It helps employers assess and analyse the candidates, and provides immediate outcomes, making the process efficient.

Employers can use their mobile applications to ask candidates to fill the recruitment forms. This application can then route the data to your HR professionals and data scientists, who will analyse the information provided by the candidate and assess them for the given job role. After which, they can display the results immediately, saving time as well as money for the recruiter.

The best part about this technology is that it allows efficient use of time and resources. Traditionally, recruiters had to make their way through heaps of resumés to find their ideal candidates, which was a time-consuming affair. With mobile apps, recruiters can screen candidates efficiently and can easily create a list of the most desirable candidates whom they can call for the interview.

3. Big data

Big data plays a crucial role in the recruiting process. The more data a company has about the shortlisted candidates, the better are their chances of hiring the best one for the job. Plus, efficient data helps to provide insights into the recruitment process. It helps the company analyse their process and find out whether the recruitment strategies were successful or not.

By gathering more data, employers can get better information about the candidates. Big data sets will provide comprehensive information about the requirements of the candidates. This will help them devise effective strategies to attract the candidate towards the company. Plus, big data greatly helps the HR managers accommodate the needs of their candidates, resulting in a fair and just work environment. After all, it is better to have some prior information about the candidate instead of shooting in the dark and expecting favourable outcomes.

Big data is an integral element of talent acquisition tech. These data sets help the employer to closely monitor their employees, which will help them calculate the future success potential of the employee. At the same time, acquiring new employees is more about efficiency. So, the more data an employer has about the candidates, the lesser will be their error margins, reaping better returns on the recruitment process.

4. Cloud storage

Cloud computing has become the new buzzword in business. No industry or department is away from its influence, and recruitment is no exception. With huge data sets, arises the need for safeguarding the data from possible cyber thefts and attacks. Cloud has become the safest place to store the data at a remote location without running the risk of the data getting compromised.

Physical hardware and other devices provide limited options. Moreover, they are prone to manipulation and can be easily destroyed through malfunction or fire. This has the potential to jeopardise the recruitment process of the company.

Cloud storage is the new revolution in the way recruitment happens. By moving the complete process on the cloud, employers can not just introduce more efficiency into recruitment by providing access to the data, but also safeguard the data from getting compromised.

Many recruiters also use the cloud to actively engage with the candidates and screen them before the final interview round. For instance, they ask the candidates to fill the form on the cloud, conduct the screening process and provide all relevant company information through the cloud, which negates the need for a physical interaction during the screening process.

5. Blockchain

HR records should be kept safe from any theft and misuse. Thus, every company focuses a majority of its resources on safekeeping of HR records. After all, they form the basis of the proper functioning of the company.

Traditional anti-spyware and anti-virus programs are still integral to the security arsenal of a company. But with rapid advancement in technology, these traditional methods no longer prove to be that efficient at protecting the records. Thus, the HR records are exposed to the risk of getting stolen or compromised altogether.

Blockchain is a radical alternative to overcome this issue. Blockchain is a groundbreaking technology which not only helps with the safekeeping of HR records but also adds transparency to the entire process. Plus, anyone will be able to access the HR data any time, without tampering it. This not just boosts efficiency but also brings more robustness and seamlessness to the recruitment process. Also, the employer is at ease to know that their valuable data is safe from unnatural eventualities.

Blockchain helps to store information about work performance, training programs and candidate data. Further, it makes the data available for accessing and analysing any time without causing any difficulty.

These innovative talent acquisition strategies, coupled with the latest talent acquisition technology, can provide the best results with recruiting for the company.

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One of the prime contributors for this blog, Expertise in Staffing and Recruitment, Content Strategist by Profession. A Music Lover & Traveller by Choice.

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