An organization’s hiring process involves identifying, selecting, and hiring new employees.

Since the method requires strategic and sensible thinking while remaining compassionate, there are certain steps to follow to make it successful.

The time it takes for a company to recruit for an open position will be anywhere from one week to many months. The sort of role, sourcing strategy, and company deadlines can determine the length of the hiring process.

Some jobs may only require one to two interviews, while others could require more than four, all depending on the nature of the job. Candidates can communicate during the interview process to get an estimated timeline for hiring.

 

Difference between Conventional and modern hiring methods

 

Conventional hiring methods are still being utilized by employers across the world. Using these methods is very simple and familiar, like job postings, which are paper based, internal hiring; hiring through referrals; and word of mouth, which are the reasons they are popular options amongst an abundance of recruiters today. 

Although these techniques in recruitment are just not adequate in this immensely technological period, a more updated and modern approach means hiring teams can make the hiring decisions efficiently and simply with the help of technology.

This reduces the dependency on manpower and human input to make better hiring decisions and recruit better. Here are five trending technologies that can make the hiring process better

 

1) Virtual reality to communicate with the candidates

Virtual reality communications are another emerging recruitment technology that hiring managers can use to help them create immersive interview experiences.

Virtual reality headsets simulate another reality by providing an immersive, interactive experience. Wearing a VR headset can put you in an exceedingly virtual world, a shared experience with others wearing a VR headset.

Companies are exploring ways to use VR in their day-to-day operations. Here are some samples of how computer games are employed by companies during recruitment.

 

Virtual reality can be used to give candidates an insight into the role.

Use VR computer games to give candidates an insight into the role. Another railway company in Germany is employing the utilization of video games in recruitment. 

Because they typically receive little to no interest from younger generations when hiring for positions like train conductors, the company decided to use computer games to grant This would give the younger group a more full understanding of the role and what their responsibilities would entail.

The result was an enormous increase in applicants with improved skills sets and ones that were genuinely excited about being considered for the role.

 

Virtual Reality can be used to show the workplace environment to candidates.

A few American companies use VR technology in their recruiting process to make it interesting, fun, and more skills based. 

Companies are utilizing computer games in recruitment by giving potential candidates a chance to witness the company’s culture, office space, and even get a taste of the business’s celebrations. 

This offers candidates an insight into the potential workplace they will be working at before deciding if the environment suits them or not.

 

2) Applicant tracking systems (ATS)

Applicant tracking systems (ATS) are programs used by recruiters to manage their hiring processes. Conventionally, these systems help them:

Recruiters can simplify their hiring processes by being able to sort through candidate credentials and data. Depending on your needs, you might research different applicant tracking system technologies and their features.

 

Tracking and managing documents for candidates is centralized.

ATS can be very effective in storing the whole history of the candidates, like their contact details, job application history in the company, reporting chain, etc., all together in a single place. 

Even the documents for legal, company policy, and onboarding details can be centralized on a safe platform.

Therefore, the time that is exhausted in searching for basic information makes the onboarding and hiring process much easier, reducing the effort of unnecessary paperwork and increasing security too. 

 

It makes it easier to find the right candidates and removes those that aren’t right for the role.

The number of applications for an open role is always more than the HR team can handle. There should be a thorough screening yet quick so that you don’t lose the candidates to your competitors. During the hiring process, a good ATS can be very productive.

A good applicant tracking system enables you to set custom criteria that automatically reject resumes—this will be the placement of the candidate, age, visa requirements, years of experience, etc.

Resumes and CVs that don’t match the standards are automatically rejected for the role and are added to the talent pool, so the HR team gets the correct resumes.

 

3) Artificial intelligence systems

You may consider artificial intelligence (AI) systems for your recruitment processes because they will enable you to assess candidates and identify potential adjustments to your job descriptions.

Like applicant tracking systems, AI can assist you in filtering the duty applications you receive. However, unlike applicant tracking systems, AI also eases the scanning of your job descriptions and posts to help make sure you optimize your language. 

 

Reduce the human bias and improve the effectiveness of the candidate during recruiting

The AI recruiting tools help to eliminate any chance that an appropriate and qualified candidate will be neglected thanks to their age, gender, or age. This may be a step towards equality that has been awaited within the recruitment industry for an extended time.

Once you have rid yourself of the shackles of human bias, you’ll begin to boost your candidate assessment process. Using AI, you will be able to identify aspects of a resume that put you off and aspects that you simply don’t like. 

 

The patterns can be identified for more personal results.

If AI recruitment tools are providing you with profiles that, while good, don’t quite fit the bill of what you’re trying to search out, then simply click to obviate them and so the AI technology will learn what you’re not like. 

Equally, after you choose profiles that you simply just do like, the machine will learn and provide you with profiles that are more closely aligned to previously selected profiles. 

With AI, you can spice up your talent acquisition process and accurately measure the results and effectiveness of any changes you make along the way. 

 

4) Social media will impact the recruiting

Millennials and GenZ are able to use social media to apply for brand-new jobs. It is easier for brands to hire employees when they have a good online presence.

Additionally, social media helps spread the word about job openings and provides a glimpse into the company culture. Employer branding is a must in today’s market.

The fact is that candidates nowadays are looking beyond salary, and a strong brand will be able to attract good candidates. Research companies with a foul reputation need to pay a minimum of 10 you additional to draw in talent. Social media pages now are the face of the corporate world.

Workonic’s job search stats reveal that 73% of jobseekers say the method of trying to find employment was one of the most stressful events in their lives. The utilization of technology is the best way to cut back on this pain, both for candidates and HR.

As the hiring process is a first impression, technology will increase the probabilities of job acceptance. A candidate will be able to see things other than salary if he/she gets to know that the candidate’s experience is good in the company.

 

5) Chatbots will reduce the hiring time

Recruiters lose 14 hours per week on manual tasks. Answering the essential queries of candidates is one such task. 

On top of that, half the candidates hand over if they do not hear back from the respective company within the period of applying.

Recruiters’ hands are nearly always full, and conversational AI chatbots are helpful in this case. Chatbots, with machine learning (ML) and natural language processing (NLP), save the time of both HR and candidates by addressing all the essential questions like humans.

It also enhances the candidate experience by reducing turnaround. According to a report published by Salesforce, 23% of companies are already using chatbots, and therefore the count will only increase in 2022.

 

Conclusion

Your entire business benefits from a well-resourced HR department. From recruitment to retention efforts, the proper technology can significantly lighten the workload of this critical department.

In order to implement positive changes, we should encourage positive technological developments. Pragna has been leading the technology evolution into the hiring process and it has become mandatory with the onset of the pandemic. If the new technology is used by Pragna’s team successfully, it will redefine candidates’ staffing experiences and improve organizational productivity.

No matter what industry your business is in, there’s a way you’ll be able to use new technologies to boost and streamline your hiring processes.