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Few industries are as ripe for disruption as recruitment. With so many jobs and candidates to match, recruiters have always craved ways to reduce daunting workloads. It’s really no wonder that the power of AI and automation has made such a huge impact in such a short time. But the disruption to the industry goes much further than saving time.
In the recent Adapting to the Future of Work and Recruitment webinar, from the ‘Tracker Build Better Webinar Series’, Rectec CEO Rob Green noted that, “In a relatively short time, AI has been applied to almost every area of recruitment: from generating job descriptions to interview questions, enhancing client and candidate communications, and improving the candidate experience. We’ve seen advancements in candidate screening, matching, programmatic advertising, chatbots, AI assistants, video interviewing, automated scheduling, and tools for diversity and inclusion.”
It is a revolution happening in real time.
Let’s explore seven key technological disruptions that have turned hiring processes on their head.
1. Saving Time – Artificial Intelligence and Automation
Let’s start with the most apparent benefit. AI and automation have transformed recruitment by streamlining tedious tasks like resume screening, candidate matching, and interview scheduling. The machine learning algorithms match resumes to job descriptions in the blink of an eye.
Tracker CEO Andy Jones summarized the time-saving advantages: “If someone submits a resume, we can analyze it and ask the necessary questions immediately, which saves time. This process helps create a fuller picture from the get-go, allowing consultants to respond quicker. For example, we can match a resume against vacancies and provide candidates with opportunities straight away, scheduling a call with a consultant instantly.”
2. Big Data and Predictive Analytics
Recruiters now have access to more data than ever, and predictive analytics allows them to make sense of this information. By analyzing historical hiring data, companies can forecast future trends, predict which candidates will succeed in specific roles, and even anticipate talent shortages.
Matching the right person to the right role has been an imperfect science. According to Deloitte’s Global Human Capital Trends Report, 30% of respondents reported their organizations are ineffective at matching the right talent to work. Moreover, 75% of companies said that using people analytics is vital for business success, yet only 8% believe their organization has a strong analytics capability.
The report quotes Kate Driscoll, Cisco’s Workforce Strategy and Organizational Design leader, as saying, “Skills can be a very objective, quantifiable measure of capability and proficiency. We’re able to use skills data as an input into workforce planning decisions, where we take a lot of different data sets, and we align that to business strategy.”
Understanding and analyzing big data will provide a competitive edge in identifying and attracting the right talent.
Andy Jones said, “AI can analyze data in ways that would be difficult or time-consuming for humans. We should use AI to assist businesses in becoming better, not just to keep up with others.”
3. Using Blockchain for Resume Verification
How do you know when someone is lying on their resume? Many of us are guilty of some form of embellishment, but a recruiter is at risk of reputational damage if they put forward a candidate who does not have the claimed experience or skills.
Blockchain technology is emerging as a game-changer in verifying candidate credentials. Blockchain provides a secure, tamper-proof way to verify educational qualifications, work history, and skills certifications. It is effectively a digital ledger where a recruiter can instantly verify the authenticity of the candidate’s resume. It removes the need to call previous employers or ask for proof of educational attainment.
4. Programmatic Job Advertising
When a new vacancy comes in, the temptation has always been to post details on every job board in the hope that it reaches the right candidates. Programmatic advertising automates this process by using data to place ads strategically where they are most likely to be seen by suitable candidates. The process is designed to ensure that adverts appear on the right platforms at the right times, and in doing so, it can reduce unnecessary advertising costs.
5. Virtual and Augmented Reality (VR/AR)
Virtual and augmented reality technologies have long been used by realtors, but they can also create immersive experiences for candidates. These technologies can be used for virtual office tours, realistic job previews, and interactive training modules.
Recruiters are able to create immersive work scenarios in virtual interviews, allowing them to evaluate candidates interactively.
6. Chatbots and Conversational AI
Chatbots are a valuable resource that provide instant answers to frequently asked questions. They can also guide potential candidates through the application process and even conduct initial screenings. In addition to saving on staff time, the AI-powered tools work around the clock, offering a more responsive experience outside of working hours.
7. Mobile Recruitment
These days, people expect everything to be accessible via their mobile phone, and recruitment is no exception. To put it simply, if a potential applicant cannot apply for a job using their phone, they may not apply at all.
Back in 2019, a survey by Glassdoor revealed that 58% of job seekers used their phones to look for jobs. In the five years since this survey, it is safe to assume that this figure will be even higher.
Embrace the technological revolution – with care!
There is so much to love about AI and other new technologies, but if they are used without sufficient knowledge and care, the outcomes can be detrimental to the hiring process.
As Kendra Cato, Director of Strategic Partnerships at Advance Partners, pointed out in the Tracker webinar, “We need to combine technology with personal engagement to differentiate ourselves and build strong connections with candidates and clients.”
It’s crucial to ensure that AI complements rather than replaces the human elements of recruitment.
“The best sales are still done over the phone or in person,” said Rob Green, emphasizing the importance of personal engagement in recruitment. “Back in the day, if you found an amazing candidate and sent their profile to every client, it was called the “spray and pray” approach. Now, people are doing the same with AI, generating emails and sending them to lists. It just doesn’t work.” Green warned of the dangers of AI-generated communication. “If you program AI to find my email address, perform research, and send me a clearly AI-generated email, it goes straight into the bin.”
Relying solely on automated messages can lead to impersonal interactions that may alienate candidates. Worse, spam filters on email services like Gmail and Microsoft may block you if your emails are reported as spam. If you get blocked, you can no longer reach people when you actually need to communicate with them.
Andy Jones cautioned against complacency. “The faith in AI is so high, but there’s a risk of people relying on it rather than using their own intuition.”
He also highlighted the problem that so many niche players have come into the market with AI solutions that it can be challenging for buyers of recruitment tech to determine if a solution will last.
Conclusion
There is no doubt that the world of recruitment has already changed beyond recognition, and things will never be the same. The possibilities are very exciting if a recruiter is open-minded to new innovations.
AI will only improve, and those who resist change will be left behind. As Tracker’s CEO, Andy Jones, iterated, the real power of AI will come when it improves engagement and collaboration by identifying gaps and enhancing interactions.
When the technology complements the traditional recruitment process, the candidate experience becomes smoother and more intuitive. And that can only be a good thing.
Capitalize on AI with Tracker
Tracker’s AI-powered recruitment software gives recruiters all the tools they need for a modern hiring process. Our next-gen solution integrates applicant tracking, CRM, and recruitment automation, streamlining workflows and saving hours of time.
Our easy-to-use AI tools, seamlessly embedded across the Tracker platform, are powered by a closed-system ChatGPT 4.0. We keep all your data private without complicated integrations or additional costs.
If you want an all-round better recruiting experience with cutting-edge AI, please get in touch. We’d love to walk you through our demo.
