Paper resumes are a thing of the past. In the digital age, a candidate's vital statistics are a compilation of a resume, social media profiles and posts, conference attendance, digital meetups and postings within digital communities. The future of recruiting relies on this treasure trove of data, and automation tools help employers find the right fit. Discover some trends in hiring and recruiting for 2018.
Applicant trackers are becoming more precise in the digital age, and companies tweak and fine-tune algorithms to weed out and rank candidates based on keywords. Applicant trackers compare a job posting to someone's qualifications and skills to help find top talent. As the costs of applicant trackers continue to drop, even small businesses can use these tools to find good employees.
Other automation tools come into play to save time for employers. Email verification tools send automated messages to make sure they work. Then, schedulers assign phone calls, video interviews and in-person interviews to speed up mundane communications. Chatbots are also becoming the norm for companies that need to expedite automated communication. Automated text messaging and emails help gauge the responses of candidates to help determine if recruiters want to move forward with a potential hire.
Data compilation, as part of the digital age, is also important for employers, and cloud-based systems lead the way. Biometric and application data are stored in a central, cloud-based system for recruiters to access. This one-stop shop for data allows recruiters to see who's applied for what types of jobs, and it lets recruiters weed out candidates based on certain criteria, such as how many jobs they've applied for, age, class, location and cultural fit. More and more candidates are being hired this way so data analytics is a huge part of the hiring process.
Artificial intelligence, or AI, is increasingly taking over the digital age of recruiting. Sophisticated algorithms not only sift through and process mountains of data, but they also fit the right candidates for the right positions. This is important for younger employees who may seek companies that meet their personal and professional goals beyond just having a good career and a high-paying opportunity.
Sifting through LinkedIn and social channels is part of what AI does in the digital age. This data mining helps build strong networks of active job seekers, who are out there applying for jobs, and passive job seekers, who simply have their profiles updated. This way companies can find top talent quickly and efficiently. Having vast networks helps define a company's brand to potential employees.
Time-Savers for Employers
All of these automated tools help employers save time and money to truly find the right candidate. Mundane tasks, such as communicating with candidates and setting up phone interviews, takes a lot of hours when there are dozens of qualified candidates. Rather than spending a couple of hours during a day reaching out to candidates early in the hiring process, automated tools can take care of every possible candidate in mere minutes without human intervention.
The digital age makes the future of recruiting look bright. Although not perfect, when data analytics, AI and digital tools become more advanced, they better serve both employers and workers.
Photo Courtesy of Abbott Search at Flickr.com