How technology has simplified the recruitment process
Thanks to electronic solutions, especially online, our lives are becoming much simpler. After all, we can, without leaving home, check out free 77777 games at casinos, legally watch movies and series without TV, or meet others through social networks. New technological solutions are also available in the sphere of labor, recruitment. This is because technology has simplified and expanded the recruitment process – from advertisement and job acquisition, to assessment and implementation.
Changes forced by pandemic
Over the past several months we have seen many market changes, which were dictated by the coronavirus pandemic. The online model of work has led many companies to embrace digital technology on an unprecedented scale. Smaller and larger companies have shifted the entire scope of their operations to the online medium.
The digital transformation of the recruitment process for many has proved to be the key to solving existing and emerging problems while achieving optimal results. Such technology integration not only enables HR managers and recruiters to cross geographic barriers by remotely hiring the best talent from around the world, but also gives them the chance to speed up the onboarding process, minimize turnaround time, and efficiently optimize the assessment process as well.
More platforms for recruiters
At the outset, it is important to note that today we have a considerable variety of employee platforms. We can both as seekers and recruiters use sites such as LinkedIn, Glassdoor, GoldenLine, Upwork or Indeed. HR people are able to reach potential candidates faster and easier through these channels. The lack of monopoly allows us to seamlessly connect with people on these platforms. With industry platforms for programmers, writers, data engineers, companies can now access a larger, diverse talent pool to select candidates ideally suited to job requirements and work culture. Candidates can be ranked online based on their skills and experience in the industry, making it easy for recruiters to seamlessly identify and list the best professionals.
Years before the advent of digital technology, companies were limited to selecting employees from their immediate location. Typically, access to remote areas was limited by geography as well as available socioeconomic barriers. Today, however, employers are equipped with the latest technology in remote work, making it possible for them to hire the best people, regardless of their location anywhere in the world. HR people can conduct the interview process smoothly and efficiently. Companies are taking advantage of this in a variety of ways. Some are looking for specialists that are in short supply in the local market. And others are pulling in people from other countries, to whom they can offer a lower salary, but still much higher than where they live. This gives employers the opportunity to test and source experienced professionals from different socioeconomic, regional, religious and even national backgrounds.
Data processing systems
Previously, recruiters had to rely on intuition and experience to determine the true value of candidates. Today, however, they can analyze a wide range of data. Powerful artificial intelligence and data analysis algorithms not only provide a better picture of a candidate to enable a deeper assessment, but also help reduce the turnaround time of the task itself.
Artificial intelligence or IoT-based systems can select relevant profiles and automatically schedule meetings with candidates. Selected candidates in this situation will receive a notification to move on to the next rounds of interviews, while unsuccessful candidates will be informed of the status of their application. HR can also send emails to job candidates with information about interview results, test scores, which is difficult and extremely time-consuming to send manually. With the help of special tests, moreover, companies can much better test the skills and competencies of individuals.