5 Ways Technology Has Changed HR & Recruitment
Technology has changed most aspects of modern life.
Everything from the way we shop and manage our money to the way we work has been influenced by new technology. The recruitment process is no different – recruitment technology has fundamentally changed the way we operate, and no more potently than in the niche large enterprise technology sectors that we recruit for.
Though it’s a lot to keep up with, for both candidate and recruiter, the latest technology gives us the edge when it comes to recruiting top talent on behalf of our clients. Whether you’re a front-end developer looking for the next opportunity or a Fortune 500 CIO looking to recruit the best talent, you should be aware of the latest trends in recruitment technology.
Remember the days of face-to-face networking and cold calling candidates? Well, they are long gone. Technology has fundamentally changed the business of recruitment and HR in the following 5 ways:
72% of job seekers visited a company website from their device (whilst) 45% have even applied for a position from their device”.
Mobile devices are changing the pace of recruitment and the expectations of candidates. Over 85% of people access the web on a mobile device every day, while over 25% of Google searches containing the word ‘job’ come from a mobile device.
The limitless opportunities to search for, connect and engage with organisations have risen the expectations of candidates, and recruiters are forced to match them with agility, flexibility and action to secure the best candidates. Many recruiters have been slow to adapt to the shift to mobile, but it has now progressed to the point of ubiquity. All recruiting, now, is mobile recruiting, and as long as there is a signal, you can engage with candidates online.
In 2015, over 75% of job seekers are already in full-time employment, which can present difficulties when arranging interviews for new roles. The sophistication of video interviewing technology allows candidates and hiring managers the convenience of interviewing remotely, and saves on time, travelling costs and expenses.
Technology has allowed business leaders and hiring managers to access to a much more diverse range of candidates. At a time when diversity is a key element in the success of a business, the ability of recruiters to access a diverse pool is a huge differentiating factor iin the hiring process.
4. Social Media
Social media has wrought some of the bigger changes in the recruitment process. Candidates use it to share job adverts and get to know the culture, values and opportunities of a prospective employer. Recruiters use it to get to know their candidates.
Facebook, LinkedIn and Twitter are still the biggest three social platforms for job seekers, but Instagram, Pinterest and Snapchat are gaining traction in 2015. Recruiters most actively use LinkedIn to find top candidates.
Candidates must be aware of the fact that recruiters and employers consider their social media presence when hiring, so it pays to maintain a professional demeanor, promote your stronger qualities and build a wide network through channels like LinkedIn. Smart recruiters should also use effective content marketing to reach out to the most talented and in-demand candidates through social media.
New technology like Glassdoor has put new power in the hands of candidates, and demands greater transparency from employers and recruiters. Candidates can use it to vet a company, how much it pays and how happy its employees are. It offers x-ray vision into the daily workings of a company. This is one area where technology truly has forced complete cultural change in the way that organisations work and hire.
Technology has not only changed the way candidates search for new jobs and how recruiters find them, but its rise has created entirely new roles. The growth of the digital sector has shifted the focus of recruitment resources, and recruitment firms specialising in technology niches are emerging and growing at pace, working hard to find talented and adequately skilled candidates in an area where there appears to be a gap.
Do you want to know more about how we use technology to find top talent in the niche large enterprise sectors? Or perhaps you’re looking for your next role in the growing digital and tech sector? Get in touch today!