Sometimes it’s a start-up financial crisis, sometimes it’s the threat from a disruptive competitor, sometimes growth just hits a wall, sometimes it’s the opportunity to ride a global megatrend, and sometimes it’s a pandemic disease like COVID-19, which hits our economy so bad that we hit the worst recession ever.
Whatever hits us badly, now or ever, there is some motivation to a team which embarks on a journey of strategic transformation to mankind, to the economy and to the companies who fight tooth and nail to maintain economic balance in such situations. It’s often easier in the short term not to undertake the challenge of rising above all (or delay the decision for just one more year), which is why stories of successful corporate change efforts are so rare. Yet strategic transformation—adapting a core business to disruptive change while also creating new growth around new products, services, or business models—may be the leadership imperative of the 21st century.
And, there’s a silver lining to every negative turn too! The businesses that can survive are blessed with one thing in the aftermath. They can choose from an abundance of talent to recruit to help take their business to the next level as part of their Strategic transformation; a complete inside out by getting top talents in the market.
Thus, one thing seems common in every business, even in their worst-case situation where they try to boost their workforce. Apparently, every employer wants to seek a potential workforce with diverse skills and qualifications since their performance will be vital to a company’s success. So, there are organisations that would be on the lookout for motivated candidates who would fit into their existing organisational culture.
As the new age is advancing from brick and mortar to e-commerce, roles that were unheard of a decade back are now pivotal in today’s organisational structure. Without any doubt, recruiting talents who can fulfil new roles becomes the most crucial stage that can make or break an organisation. With the advent of modernisation, companies are now evolving with their ways of recruitment, leaving behind the primitive techniques. The age-old ways are complicated, time-consuming, and quite a hassle. You won’t be able to find that convenience factor with the primitive methods. Neither are they as effective as the modern techniques.
With that being said, let us have a look at a few innovative recruitment trends that can be eye-opening for you and your company while recruiting during this COVID-19 (with that being said; may this too shall pass).
ATS (Applicant tracking systems). An ATS (or Applicant Tracking System) is a software that manages your entire hiring and recruitment process. It helps you to speed up candidate management and significantly reduce time-to-fill. From posting the job online to making the job offer, ATS keeps track of all the activities that take place in the recruiting department. ATS streamline the recruiting and hiring process by automating many time-consuming tasks.
Robust ATS helps free up your time so you can focus on executing your recruitment strategy. ATS helps the recruiter to create a specific parameter according to the job description. It then helps the HR to select top matched talents who have applied for the job, thus making the recruitment process easy and convenient. Recruitment departments need to make the most out of their ATS’s, not just when in the lookout for talent but to capitalise on the talent that already resides in the system.
Video Interviewing. Companies see many benefits of using video technology to vet candidates. With a video interview, you have most of the benefits of seeing a candidate in person, but without the hassle/expense of actually meeting them (especially if someone would have to fly or drive to a different city).
It’s quick, it’s neat, and depending on the technology used, it allows the company some element of standardisation of the interview process and candidate selection. Technological advancement has led recruiters to opt for video interviewing because it is one of the easiest ways to conduct an interview. It saves time and money for both the employers and the interview candidate as well.
Artificial Intelligence. Artificial intelligence has grown and developed in recent years and has played a crucial role in recruiting top talents. We can expect AI to take center stage as we go further into the digital age. The best way to ensure success in any business is by bringing in the right people on board, which will give you the necessary foundation that you need.
According to a latest 2018 survey, 52% of TA leaders feel that screening from a large set of the applicant pool is the most cumbersome task. Many Artificial Intelligence start-ups are addressing this pain point in the market by automating the screening process. This primarily works on matching the keywords and skill set of the candidates.
At SCIKEY, we use advanced AI MindMatch engines to find out the hidden qualities of a candidate and give the best mind-set match for the job. This helps the organisations not just to find the right candidate best matched to job role requirements, but also helps them to determine engagement factors, which improves the employee engagement quotient of the company and happiness quotient of the individual.
Mobile Recruitment Tools. Lately, organisations are shifting to mobile platforms and social media for talent acquisition. With mobile tools, it becomes easier for the applicants to browse through their desired jobs. Features like text alerts enable employees to submit their resume when their desired company posts an appointment online. An extra added element of mobile platforms is that it is portable.
Candidates can apply for their desired jobs from anywhere and at any time. These platforms give them the freedom to filter their search according to their area of expertise and make their position secure for further selection. To make a mobile tool work, it needs to be optimised according to the functionalities of a smartphone. Thus, to increase your chances of landing a top talent, you must improve your mobile recruitment strategy to make the best out of it.
Cloud-Based Technology. Recruitment has evolved with time and advanced in ways where companies have to strategise their policies to compete in this vast market of talent hunting. Cloud-based technology is something that an organisation should instil in their organisation and keep on optimising it with the changing needs of the workplace.
Cloud-based recruiting technology improves the speed and agility of the recruitment process. It allows recruiters to access the required data without having to store or organise every single file on different computers. This streamlines the process and saves you a lot of time, effort, and confusion.
This has proven to be a blessing for companies with remote working policies. Using this tool, they can acquire talent from any part of the world for positions that do not require candidates to be on-site for the job. It has given companies scope to reach out to top talent within their industry, removing previous location restrictions. Technology has made remote working possible and helped companies substantially reduce their hiring costs.
In today’s world of COVID-19 where employer and employee has to go on remote work management, these recruitment technology techniques can act as a gift in disguise where an employer can optimise their talent search and work on picking out the best talents without incurring much costs on other avenues like Ads or using an executive search firm.