Home » The tech trends in recruiting that will disrupt the industry greatly

The tech trends in recruiting that will disrupt the industry greatly

by | Aug 22, 2023

Digitalization and various technological trends increasingly affect the HR direction and push companies to actively change traditional approaches to personnel management. What technological trends open up new opportunities for HR services, we tell in the article.

Research shows that various digital tools act as a catalyst for the transformation of HR processes. The transition to paperless technologies, minimization of manual operations, and data analytics – are just some of the advantages that an organization receives through the introduction of modern IT solutions. Let’s highlight eight vital technological trends that are changing the work of HR departments today.

Artificial Intelligence In Recruiting

Processes for hiring new employees have undergone substantial modifications as a result of developments in artificial intelligence. But how are these technological advances combined with human interaction to produce actual results? Below, we explain.

Automation and machine learning

Modern recruiting platforms are equipped with innovative tools that use artificial intelligence to make routine duties automatic. ML algorithms allow programs to analyze huge amounts of data, compare resumes with position requirements, and filter prospective candidates. This considerably reduces the time spent on initial selection and allows recruiters to concentrate on more critical aspects.

Virtual assistants

Virtual assistants, such as chatbots or auto attendants, have become an integral part of the recruiting process. They can answer candidates’ questions, provide information about vacancies and collect primary data, such as contact information and qualifications. Implementation of a chatbot or auto receptionist will allow you to work around the clock, responding to candidates’ requests in real time and providing a faster and more effective exchange of information. This is an actual option for fast-growing companies to implement.

Data analytics and forecasting

Data analysis and predicting hiring success are made easier by artificial intelligence in the hiring process. Analytical tools make it possible to study trends in the labor market, predict the needs of certain specialists, and improve the hiring process. This enables speed up the employment process, lower hiring costs, and raises the standard of candidate selection.

The role of human touch.

Despite all the achievements of AI in recruiting, the human factor remains important

Ultimately, the decision on who to hire is made by a person. Artificial intelligence capabilities enable recruiters to concentrate on the process’ most strategic elements. For example, carrying out interviews, evaluating social skills, and intuitive decision-making. In addition, the interaction between the recruiter and the candidate remains important for creating mutual understanding and involvement in the company.

Social Recruiting

Social recruiting is the process of using social media platforms to post job openings, find prospects, and make contact with possible hires. Other names for it include social hiring and social media recruiting. Over recent years, this trend has become an increasingly high priority in hiring employees. It is not surprising, because now there are 4.80 billion users of social networks worldwide.

LinkedIn springs to mind when you think of leveraging social media for attracting talent. There’s a reason why the social network is regarded as a pioneer in the hiring industry.

  • more than 50 job applications are published every second;
  • there are more than 45 million businesses in the system;
  • On LinkedIn Jobs, there are more than 20 million active job postings.

But there are other options for hiring through social networks besides LinkedIn. Which platforms you use depends entirely on the industry, the target group, and the skills you need for the job. For example, Facebook is most effective if you reach out to a broad target group and have the resources to organize a powerful recruiting campaign. Instagram is a good choice if the company can create creative and attractive visual content.

Social networks solve 2 important tasks at once:

  • creating an online reputation. You can talk about the company, show video workflows, or do interviews with employees;
  • publication of current vacancies and news. If you have managed to build a reputation as a reliable employer, you will receive a lot of feedback.

Social recruiting enables you to attract the attention of passive candidates with whom you would not be able to contact otherwise. They rarely browse job search sites, but they do browse the social media feed, so they will see your messages. Automation services help simplify social recruiting and delegate routine tasks.

Neural Networks

Neural networks for recruiting are the use of artificial intelligence in the process of talent search. This technology is designed to simplify or automate some parts of the workflow, especially repetitive and voluminous tasks.

The neural network uses machine learning to do different jobs:

  • writing and publishing vacancies;
  • resume evaluation and automatic selection of candidates;
  • conducting interviews;
  • an objective analysis of the answers and behavior of applicants at the interview.

Artificial intelligence helps recruiters to conduct a blind check to reduce bias, as well as track past successful candidates who have remained in the talent pool. Neural networks will be a good assistant when analyzing interviews: they scan the facial expressions and gestures of the applicant, evaluating non-verbal signals.

Talent Management

Another clear trend in the field of HR concerns the development of personnel. Traditional educational approaches with pre-established training programs remain in the past. Platforms that allow you to quickly model the necessary course for business goals come to the fore. Similar functions are taken over by LMS systems. With their help, it is possible to speed up the onboarding process and build individual educational tracks taking into account work tasks.

Talent management is not limited only to the organization of training based on IT tools. A separate direction is the digitization of data on the assessment of the strengths and weaknesses of employees. The analysis of strengths can become the center of the company’s competencies in specific skills, and the identification of weaknesses can become the basis for further training and professional development.

In the age of digitalization and reduction of the share of production tools in added value, it is critically important to take care of employees as a valuable asset of the company. And like any valuable asset, employees with their talents and competencies need regular monitoring of work efficiency.

Combining knowledge management systems, training, Performance review and a comprehensive (360-view) view of an employee gives a synergistic effect, and also allows you to significantly increase the value of the business.

Remote Services

The development of remote and hybrid work formats stimulates HR to actively reconsider the approach to providing standard services. After all, the pandemic has not eliminated the need to arrange vacations, sick days, business trips, and certificates on time.

As a result, the need to provide services remotely prompted companies to expand channels of interaction with their employees, for example, to use self-service portals. The possibilities of such platforms allow, instead of personal communication with the personnel department, to solve some of their issues independently and not waste time filling out papers and getting signatures.

HR Analytics

Achieving the digital maturity of HR processes in any company is impossible without system analytics. The need for constant analysis of personnel data together with production data becomes the defining vector of competent HR management. An important movement in this direction is the ability to accumulate information in digital form and a single environment.

The peculiarity lies in the fact that HR needs to determine which data and which processes are needed, and then adapt its automation tools to ensure the systematic collection of this information. And here the basic analytics converges with another trend.

Online Interviews

The remote format of recruiting, competency assessment, and staff recruitment proved to be faster and more lucrative than typical face-to-face encounters with a recruiter. Because there is no connection to the region, we were able to broaden the geographical reach and make the position open to people who are willing to go. Remote qualification evaluation services were aggressively introduced to ensure more accurate staff selection.

It should be highlighted that a large proportion of cleaning professionals come from the regions and neighboring countries to work in major towns and capitals. The remote format provides an excellent chance for both parties to resolve the job and employee search issues.

Online Reputation

Modern job seekers no longer believe employers when they say something. They look for information about the business on a variety of sites with reviews, on Google, and social media. Online reputation management has become a crucial recruiting tool in this regard. It will be challenging for a business with a poor reputation to recruit qualified and skilled specialists.

Candidates look to join a legitimate business that aligns with their objectives and principles. Additionally, they assess how businesses treat their workers and whether they offer chances for development.

A positive online reputation is a factor in the development of a digital identity. Job seekers look at this type of identity card in the digital world. A corporation may be able to retain or lose the top candidates depending on seemingly little factors such as reputation.

Considering a Better Hiring Future

While 2023 tends to be a very uncertain year for recruitment companies, these hiring trends will help them locate suitable candidates to take advantage of the opportunities that present themselves. AI, automation, and new technologies are not magical. They will not miraculously eliminate hiring biases or turn unqualified applicants into worker rebels. Even the most outstanding applicant tracking systems, like the majority of computer software, will faithfully carry out any terrible instructions you give them. Technology also cannot read your mind.

Utilizing the potential ultimately depends on you. Your goal is to select the best tools for your recruiting requirements and successfully deploy them so that you (and your potential employees!) may succeed.


About the Author

Capitol Communicator and sponsors host various guest postings on relevant topics of interest to the advertising, marketing, public relations and media professional community that Capitol Communicator serves.


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