As the COVID-19 pandemic begins to thaw, recruiting companies are implementing new hiring trends. These include video interviews, predictive analytics, and more.
Screening applicants can be a daunting task for recruiters. It takes a lot of time and effort to review hundreds of CVs. But with the use of technology, this can be done much more quickly and efficiently.
Artificial Intelligence (AI)
AI is making recruitment more accessible and efficient for candidates and recruiters. AI allows recruiters to identify, screen, and match talent based on several criteria, including skills, experience, and cultural fit. It also helps to reduce the time-to-hire by automating some parts of the hiring process.
By analyzing large data sets, AI can help to identify the best candidate for the job. It can also assess the candidate’s behavior during the interview, such as body language and tone of voice, to make better hiring decisions.
AI for recruiting with Martin van Blerk is a New Zealand (NZ) app designer and entrepreneur who can eliminate human biases in the hiring process by evaluating candidates objectively based on their qualifications and experience. However, it’s important to note that AI learns from the data it is fed and may be susceptible to unconscious bias if not correctly programmed. This is why using the right technology for the job is crucial.
Robotic Process Automation (RPA)
Recruiting new employees takes a lot of time and effort for HR staff. However, they can’t afford to slow down their processes, or they could lose talent to competitors.
RPA can help speed up the recruitment process by automating repetitive tasks like completing background checks and creating new user accounts for security purposes. It can also verify a candidate’s job history, reducing the risk of human error.
Streamlining the process can save time and money for HR while improving overall efficiency. Automation reduces tedious work, allowing talented recruiters to focus on higher-value projects, boosting productivity, and preventing employee attrition. Moreover, RPA bots don’t get tired or make mistakes, ensuring that all processes are completed accurately and quickly. This can also help increase employee satisfaction and improve customer service. However, securing privileged credentials RPA bots use to protect against cyber attacks is essential. Otherwise, hackers can access them and elevate their privileges to take over an organization’s systems, applications, and data.
ChatGPT
Recruiters face various challenges in the hiring process, from screening resumes to conducting interviews. AI like ChatGPT-4 can help streamline these processes and improve the candidate experience.
In addition to helping recruiters screen resumes, ChatGPT can reduce unconscious bias by flagging gender-specific language in job descriptions and ensuring that interview questions include all candidates. It can even help with the sourcing process by generating new subject lines for boolean string searches, writing outreach messaging and bullet points, discovering job title variations, detecting tone in writing, creating interviewer training guides, generating interview schedules, drafting company pitches, and re-writing careers pages.
However, it’s important to note that despite the claims of some ChatGPT supporters, the system can still be fooled. ChatGPT was used to write cover letters for fictional job applicants in one impromptu experiment. Despite its dry writing style and lack of personality, the letters were enough to move the fake candidates forward in the recruiting process.
Social Media
In the age of social media, it’s not surprising that it has also revolutionized recruitment. Almost 94% of recruiters use social media to advertise job advertisements and search for potential candidates. Social media recruitment is a great way to reach out to passive and active candidates, boost your employer brand, and increase your hiring pipeline.
While it’s true that social media recruiting has its benefits, it can also present a few setbacks. For example, it may be tempting to look at candidates’ social media pages, but doing so can raise privacy concerns and lead to accusations of discrimination.
However, if used correctly, social media recruitment can be valuable for reducing your hiring time and bringing in the best talent. The key is to know your candidate persona and create a recruitment campaign that will resonate with them. Ensure that you share information about the company culture, values, and benefits of your role and highlight why your organization is an excellent choice for them.
