Recruiting in a digital age

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In today’s data-rich, technology-enabled world, organisations are realising the need to evaluate their methods to ensure they remain at the forefront of the job market. With HR technology evolving at a significant rate, the way in which we recruit and manage the candidate journey is changing. So what are the key trends in recruitment technology that you can take advantage of in 2017?

Employer branding
 

84% of job seekers would consider leaving their current employers for a company with an excellent reputation. - Allegis Group Services
 

With the exponential rise of social media over the past few years, monitoring, controlling and focusing on your employer brand is more important than ever. The way you utilise technology to enhance your employer brand could give your organisation the edge against the competition to attract top talent.

Platforms like Glassdoor provide a powerful opportunity to promote your employer brand to candidates who are evaluating potential employers and advertise jobs to ideal candidates who may not be aware of your organisation [Glassdoor]. When combined with a focused and engaging social media strategy, you are giving your brand the platform it needs to reach a vast online network of potential candidates.

Mobile technology

Job boards and application processes must be innovative, user-friendly and most importantly mobile-optimised to ensure candidates engage in the process. According to Glassdoor, 1 in 4 people would not apply to a job if a company’s career site was not mobile optimised, highlighting the risk to your acquisition process if your recruitment technology isn’t up-to-date.

When you consider this, combined with the aforementioned rise of social media in the recruitment strategy, the need for your job boards and applications to be compatible with these social networks and mobile based applications is essential in allowing candidates to access vacancies quickly and easily, ensuring a seamless candidate journey.

Candidate journey

Today's candidates need to be engaged in the entire recruitment process - not just the initial application. Gone are the days when the candidate journey consisted of merely submitting a CV and being called for an interview. Now candidates expect far more from an employee, and often the application process can be a sign of things to come. According to the Talent Board, 49% of respondents rated overall application process’ 1-3 stars out of 5, which highlights the gap between candidate expectations and what’s on offer from the employer.

The process must be quick and convenient and recruiting technology is allowing just that. Candidates now have the ability, not just to apply for jobs via a smartphone, but also to take interactive assessments, self-schedule interviews or click on a link to a video interview that can be completed online at any time - all in a fraction of the time of the traditional recruitment process.

Applicant Tracking Systems

An Applicant Tracking System (ATS) ensures a quick and efficient recruitment process all from one hub, ultimately contributing to improved administration. Unsurprisingly, this has led to 94% of recruiters and hiring professionals saying their ATS or recruiting software has positively impacted their hiring process [Capterra]. HR professionals that use systems are placing themselves ahead of the competition in terms of sourcing candidates, recruiting talent and improving hiring processes.

Despite the positive impact of ATSs on employers, organisation’s must ensure that this is not at the expense of the candidate experience. A report by CareerBuilder found that 60% of applicants quit an online application because it was too complex. If candidates are turned off by your application system, your investment is wasted. Make sure your ATS works for both you and your candidates:

  • Do your research – There are hundreds of organisations offering recruitment technology. Without in depth research you risk picking a system that doesn’t fit your organisation.
  • Think about the candidate – When setting up your recruitment process, keep the candidate experience at the forefront of your mind. It’s all well and good implementing a system that will save you time, but if you fail to consider the candidate’s preference and time, you’re unlikely to reap the full rewards.
  • Integrate – Ensure your ATS has the ability to integrate with your other HR systems. If you use assessments, make sure they can integrate with your chosen platform. This will ensure you can access all your data, in one place, whilst also ensuring a seamless candidates experience.

End to end integration

The use of technology can (and should) spread much further than just recruitment – in order to truly revolutionise an organisation’s people strategy, technology must encompass the entire employee lifecycle. Applicant Tracking Systems only touch the surface of the technology that is on offer. You can also benefit from Talent Management Systems, Learning Management Systems and Human Resource Management Systems, which ensure that once on board, your employees continue to enjoy a continued seamless experience as they build a successful career with your organisation.

Naturally, if you use a different system for each of these, you’re likely to end up back at square one with all your data stored in different places, placing strain on your HR departments who have to sift through the information. Avoid wasting your resources by choosing a platform which can manage all these stages, or a maximum of two platforms on the market that can communicate with each other.

Right from recruitment, through to on boarding and managing the workforce, you will amass valuable data and having it all in one place puts you in a strong position to develop your people.

Predictive analytics

With all your people data in one place, you can take advantage of predictive analysis. Predictive analysis involves using the wealth of data available in your organisation to predict future success and performance to help make more informed decisions. It can be used to forecast future customer spend, employee performance and sales – it can essentially be used for anything that you have data for.

For most organisations, a lack of good data is the most common barrier preventing them from employing predictive analysis [Harvard Business Review]. For some, the data is available but with no single touchpoint due to multiple storage systems, making any analysis a complex process. When you have the technology in place to support your people data, you can analyse trends in performance, tender, behaviours and aptitude to create a benchmark for future success which will allow you to succession plan and recruit the right people moving forwards.

At Thomas, we look to lead and innovate in our industry through the use of technology. For a truly seamless assessment experience, Thomas can integrate our assessments and solutions with your chosen applicant tracking, talent management, human resources and learning management systems.

If you would like to discuss how the Thomas tools and platform can provide value to your service, please get in contact:

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