- work smarter with HR tech that automates resume screening and candidate shortlisting to tackle the #1 challenge in talent acquisition
- work smarter with HR tech that promotes healthy habits to boost productivity and employee engagement
Link to the full slides here.
A digital hiring model
A survey of talent acquisition leaders found that 52% struggle with identifying the right candidates from a large applicant pool. That means improvements in recruitment and talent acquisition represents a big and tangible win for HR.
Interviews with industry influencers found that there are two main HR trends related to recruitment: a “digital hiring model” and data analytics.
Basically, using the data available about candidates online – including social media profiles and digital interviews – and giving it the “big data treatment” so recruiters are able to easily and automatically identify the best people for the role. So how does recruitment tech help do it?
Looking for HR tech that automates candidate shortlisting? Learn more.
Screening 1.0 was initially manually reading resumes, then came the traditional ATS which used mostly a keyword search. We’re now entering the era of screening 2.0 which experts are calling intelligent resume screening and shortlisting.
This new generation of recruitment tech is what’s going to enable true data-based recruitment by leveraging existing candidate data more intelligently by using more sources of data, for example, from pre-hire assessments.
Specifically, intelligent shortlisting uses tech to automate resume screening and shortlisting of candidates to identify the best ones out of a large candidate pool to move forward. It leverages your existing resume database to figure out what works for you currently and applies that to your candidate pool using people analytics.
The biggest benefit of this new recruitment tech is a massive decrease in the time you spend screening candidates. We know that the majority of applicants you receive for an open role are going to be unqualified. A side benefit is that by using data, you reduce unconscious hiring biases inherent in all of us.
Recruitment tech is able to do this by ignoring what we think might be predicting top performers and finding patterns in candidate data that the human brain can’t. For example, all the top performers in a particular role have customer service experience, which is a quality that we would have missed otherwise. This represents a huge win for recruiters and talent acquisition.
The ROI of the benefits of recruitment tech in hard numbers are eye-opening. A recruiter or talent acquisition prof spends on average 23 hours pre-screening resumes for one hire. Recruitment tech can simplify and speed up this process into 1 hour per candidate.
Common issues seen by HR in 2016
- Multiple demands (from management to employees)
- Hard to coordinate initiatives (across a dispersed workforce, especially with flex time)
- New requirements for employee education and demands on benefits
- High employee to HR ratio (demand on time)
- Need to be more metrics driven and data-analytics (using tools and leveraging external expertise)
1. Go grassroots
- Recruit champions across the organization
- Build leadership culture within staff
- Decentralize effort, but centralize coordination and results
2. Go mobile
- Right information at right time
- Decrease clutter: reduce emails with push notifications
3. Go flex
75% of companies have now adopted flex working policies and are seeing better productivity and retention metrics, but we must also note that it makes it much harder to create and execute on well-run company initiatives.
- Lots of options with centralized attendance tracking
- On-demand content – 24/7 support
- Go beyond the office
4. Go mini
By designing your education to be “drip”, it can:
- Capture attention of the busy
- Boost likelihood of employee engagement
- Create micro-habits that lead to macro-results
4. Go data-driven
- Get metrics
- Leverage subject experts’ support
- Improve and customize your offering over time