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Effects of Tech and Digitalization on recruiting GenZ

By Mr. Vikram Kumar, Co-Founder & Managing Director, SRV Media

In 2020, smart working, thanks to the increasingly improving technology and digitalization, has become an integral part of businesses. Let’s take a look at how the same have impacted the recruitment process for GenZ.

Recruitment and talent acquisition are one of the many pillars for a business’s unshakable foundation. It is no news that a business can grow to unimaginable heights with the right talent and right decisions (smart decisions), but may suffer sad fate in the lack of the same. 

Now, as we know hundreds and thousands of candidates apply for the same position every day, and up until a few years ago, identifying just the right talent for the enlisted job was a difficult task. Needless to say, the process was heavily flawed as there was no way the recruiters could go through all the profiles in the given time frame. 

However, talent acquisition has been reshaped for the better with technology and digitalization. Thanks to the technological advancement, the recruiters not only have the ability to consider each and every application, but they also have access to better tools to access, sort, shortlist the best candidates and ultimately make smarter hiring decisions. So, this change has proven beneficial to both the businesses and job-seekers, as they both get to work in an ideal environment. 

Without further ado, let’s dive right into the most apparent effects of tech and digitalization on recruiting GenZ:

 

  • Automated Recruitment

 

Recruitment is vastly automated now, thanks to the introduction of artificial intelligence. AI and machine learning have made it much easier to process and analyze hefty data (in this case the job applicants’ information) in much less time and much more effectively. The entire data is sourced and sorted based on a certain set of guidelines, which allows for better identification of worthy candidates. 

In addition to the hiring process, the candidate’s on-boarding processes are also highly automated with the help of big data now, giving the recruiters the ability to sort their files with perspective analysis containing all information starting right from who was hired and when, and how long they have stayed in the hired position, how many positions have they advanced to, etc. 

 

  • Employee – Employer Connection is Easier 

 

Connecting with the available and/or interested candidates and passing on the information that a particular position is open are the most challenging yet crucial parts of the recruitment process. While text messages, calls, and emails have been used for a long time to reach out to a list of candidates, the method is not exactly efficient. It requires the HR personnel to put everything else on pause and personally reach out to each and every candidate. 

Luckily, with the advancement of technology, we now have mobile apps that have opened better gates to communication, and made the information sharing process more convenient and manageable for the recruiters. 

With the help of mobile apps, the recruiters can simply lay out all the information, including the job description, the desired candidate profile, the expected remuneration, etc. in one place. This way the recruiters have better chances of reaching the ideal candidates without any additional resources or efforts. 

The recruiter can simply connect with the most impressive profile and begin the interview process. Moreover, these mobile apps also use big data to sort and rate the profiles, making the recruiter’s job much easier. 

 

  • Better Security with Blockchain

 

The HR records are one of the most important resources of a company and are crucial to a company’s proper functioning. Earlier, most companies used to rely on antivirus, antispyware, and antimalware programs; however, as the viruses and malwares kept evolving these programs could not always provide the best of protection. 

But, thanks to the ever-evolving technology, businesses now have the blockchain technology to their perusal, which not only provides avant-garde protection to the records but also adds a layer of transparency to the system. 

With better security, the recruiters are able to better store the data related to candidate profile, work performance, talent management, etc. It further allows them to make better assessment of their candidates along with how exactly they fit the organization’s long-term vision. 

  • Social Media Recruitment

Lastly, digitalization has also given rise to social media recruitment. HR professionals now do not hesitate from using the power of social media. They use social media to do a background check on their candidates and know more about them through the information available on social platforms. 

Social Media also mirrors the connectivity of mobile apps. Since social media platforms and their concurrent pages are highly saturated, recruiters have better chances of reaching the right talent in the right place and at the right time. 

All things considered, with tech and digitalization, GenZ has an upper hand as the recruiters now have better tools to understand and identify the best applications, giving them a better and fairer chance to further their career ladder. 


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