As we move into 2021, the trends that began during the pandemic will only stimulate. Indeed, recruiters have been using AI for many years, but the technology has been greatly sharpened in recent years and demand for it has risen steadily since the pandemic. As a result, AI is the most used software technology in the initial recruitment process of several multinational companies like accountancy firm PWC, McDonald’s, food group Kraft Heinz, and bank JP Morgan.
Recruitment technologies play an increasingly important role in the recruiting process. The recruitment process includes many tasks, including posting job descriptions, evaluating applicants, onboarding new hires, organizing recruitment events, conducting interviews, and accommodating payments. These all tasks can be easily managed by digital HR. This article will examine the most current and relevant recruitment technology trends for you to keep an eye on.
Top 8 Trends in Recruitment Technology
1. Job Aggregators
In the past years, job boards like ZipRecruiter, Indeed, Monster, Glassdoor, Google for Jobs, have disrupted how an average applicant searches for and applies to job openings. Applicants can often seek opportunities directly from individual company websites and classifieds. These sites and services massively rely on artificial intelligence and proprietary algorithms to connect applicants with jobs that suit their requirements and skills. Indeed, they have already been in use for years, but they are only becoming more popular as big data enables more relevant job matches for applicants.
2. Gig Apps
It is very difficult to calculate the exact number of employees engaging in the gig economy. However, several recent surveys estimate that the number of workers engaging in gig work or freelance falls between 25% to 30% of all workers.
This growth has been fueled at least partly due to the increase of mobile apps and marketplaces like Upwork, Uber, Fiverr, TaskRabbit, and Thumbtack that have made it easier than ever for companies to find on-demand or freelance employees.
3. Artificial Intelligence
Recruiting has always been the best industry, but that doesn’t mean there isn’t room for improvement. Here, Artificial Intelligence (AI) is becoming a major game-changer in talent acquisition. It automates the repeatable processes by enabling recruiters to focus more time on the high-impact parts of their job. This technology can also speed up the process by which job-seekers are sourced through an applicant tracking system. So tools like AI can streamline the process and become a game changer.
4. Virtual and Augmented Reality
Implementation of AR and VR in your recruitment app can lead to a more engaging and immersive process. Virtual reality is a simulated reality that helps new employees understand the specific processes. It may sound like futuristic science fiction, but VR and AR (virtual and augmented reality) are being used to facilitate employee onboarding and training. In addition, some experts are examining how VR and AR can impact the recruitment industry in the future.
In VR, the user sees and hears a lifelike experience that is very interactive, and on the other hand, in AR, users see the real world, but just a difference is a computer adds virtual elements to it.
5. Recruitment Marketing Software
Nowadays, applicants have more power and confidence to reject an undesirable offer in the job market or simply avoid applying to jobs that are not well marketed. Therefore, recruitment platforms are deploying recruitment marketing software to improve the possibility of qualified candidates finding and applying to desirable jobs. For implementing this, recruitment software applies marketing strategies and best practices to the recruitment process, like automating job postings and optimizing them for modern ways.
6. Applicant Tracking Systems
Applicant tracking systems are ubiquitous for organizations that have embraced digital HR (Human Resource). ATS is a kind of human resources software that manages and operates the recruitment process digitally. This digital software allows for the automation of many of the steps involved in the application workflow, freeing up HR professionals’ time to focus by allowing them to replace traditional pen-and-paper applications on more valuable tasks related to reviewing applicants.
ATS can increase retention and streamline the onboarding process for new employees. In addition, this tracking system can make it easier for a potential candidate to apply to a job and accept an offer by diminishing friction at various stages of the application process.
7. Recruitment CRMs
Recruitment CRMs (Candidate Relationship Management) are another staple of the modern HR department. Recruitment CRMs operate as a sort of ecosystem where information about applicants resides. With recruitment CRM in place, hiring managers can become less reactive and more proactive. But, you wonder, “HOW?” It is by acting as a strategic partner alongside other departments within an organization. In addition, when they want to hire an employee, an HR professional can turn to the records within the recruitment CRM to proactively seek an individual.
8. HR Analytics
Like other departments within an organization, the HR department continually generates and collects data. HR analytics refers to the discipline of leveraging the data to find valuable insights into an organization’s HR processes. Furthermore, human resources analytics can allow HR professionals to tailor their hiring processes to attract relevant and higher-quality candidates regarding the recruitment process.
For instance, data might help HR managers better understand the kinds of candidates who manage to perform best within their organization. LinkedIn Recruiter and LinkedIn Talent Insights are amazing tools for candidate outreach, representing HR analytics in the modern recruiting process.
HR professionals can stay effective in their roles. It is important to stay up-to-date about the technological trends impacting the industry. To ensure success in the coming years and streamline your entire process recruitment app development is necessary. Recruiters are rapidly adding skills like bringing clarity to talent data by using these trending technologies to reshaping employer branding and fine-tuning the virtual hiring process