Topics In Demand
Notification
New

No notification found.

Different ways tech can boost recruitment strategy
Different ways tech can boost recruitment strategy

March 30, 2021

26

0

With the integration of technology in each role, the talent managers are required to focus on driving value from the existing talent which is extremely difficult with the conventional resources available.

 

To formulate a stellar recruitment strategy, the talent managers deploy technologies that expand their bandwidth, make the entire process seamless and drive value. Automation, artificial intelligence, cloud, data, and many other new technologies disrupt HR processes.

 

As per the market analysis, current technologies and limited process changes could automate 56 percent of hire-to-retire tasks. This brings the role of technology into the limelight in improving the overall efficiency of the talent managers, reduced human error and costs in the recruitment process.

 

According to a recent report in 2020, the HR technology market is likely to touch $30 billion in the next five years. Additionally, many talent managers have started adopting technology to further boost recruitment strategies.

Build agility and scale

The market is undergoing constant transformation and organizations need to focus on matching talent with fluctuating market demands. This requires the talent teams to adopt new tools and techniques to develop agile and scalable recruitment strategies. Considering the pace at which the market is evolving and technology is emerging, talent managers need to rethink their recruitment strategies and build a resilient team.

Matching the right talent or realigning the existing talent to new roles have been made easier. By using technology, talent managers are taking advantage of new technology tools and software to monitor and accomplish talent-building goals. Further, the deployment of new technologies also results in simplifying the screening of candidates, skill assessment, interview scheduling, background checks, and onboarding of new candidates.

Enable collaboration between stakeholders

Technology has always played an undistinguished role in improving communication. Similarly, it provides new opportunities for talent managers, candidates and recruiters to establish and effective communication. This process begins with changing the way companies find talent. They use Artificial Intelligence and other automated tools to establish new channels of communication and facilitate transparency and promptness in response.

While emails and phone calls are the primary sources of reaching out to recruiters and candidates, social media has emerged as one of the quickest and most precise channels for collaboration. For instance, LinkedIn, online job portals, etc have become one of the most preferred professional networking platforms for talent managers to streamline and simplify the recruitment process.

Utilization of recruitment data and analytics

The recruitment industry has been introduced with the power of data and analytics. Talent managers have always struggled through various basic processes such as finding the best candidate relevant to the role, building a diverse team, measuring employee outcomes and many others. Considering the difficulty of such tasks, talent managers leverage recruitment data and analytics that address the major challenges of the managers.

The demand for skilled candidates is increasing at a dramatic pace and talent teams are finding it difficult to fill the fast-evolving job roles in their organizations. While adopting data tools and analytics, the performance of talent teams can be improved from reaching out to the best talent pool to saving time and maximizing employee productivity and performance.

Greater efficiency

A lot of time and effort goes into interviewing multiple candidates in a meeting room and shortlisting them for the final round. With the adoption of new technology tools, interview processes do not take place in face-to-face meetings. Technology makes it easier for talent managers to test the competency level of the candidates online before calling them for the next round which expedites the hiring process.

As a substitute for the traditional interview process, online/video interviews have become extremely popular among the talent teams. This provides efficiency in the process along with the flexibility to arrange the interview at a convenient time. Apart from interviewing, the deployment of automated tools replaces manual tasks and accelerates the speed of the workflows while reducing the chances of human error and repetition.

Accelerates adaptability

The implementation of traditional HR models is thinning. In this uncertain and fast-moving era, being adaptable is imperative for every HR personnel. It is the key to retaining employees and business growth together. To build resilience in all departments of an organization, technology plays a crucial role in combining operating models of HRs with digital tools and deliver resilience.

 


That the contents of third-party articles/blogs published here on the website, and the interpretation of all information in the article/blogs such as data, maps, numbers, opinions etc. displayed in the article/blogs and views or the opinions expressed within the content are solely of the author's; and do not reflect the opinions and beliefs of NASSCOM or its affiliates in any manner. NASSCOM does not take any liability w.r.t. content in any manner and will not be liable in any manner whatsoever for any kind of liability arising out of any act, error or omission. The contents of third-party article/blogs published, are provided solely as convenience; and the presence of these articles/blogs should not, under any circumstances, be considered as an endorsement of the contents by NASSCOM in any manner; and if you chose to access these articles/blogs , you do so at your own risk.


Sanketsahni

© Copyright nasscom. All Rights Reserved.