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Understanding the Role of Technology in the Recruitment Process

The principles of a well-written job posting may remain comparatively constant but recruitment technology is fast changing their distribution model. Due to this rapid evolution those recruiters who aren’t paying attention and adapting run a huge risk of falling behind very fast. Throughout history, psychometric assessments have aided employers in identifying the most suitable candidates for a particular pool.  This was driven by a strong desire to prevent the wrong applicants from being hired.

Technological advances are changing the way employees are being recruited. Assessments now enable employers to differentiate themselves as well as raise their brand awareness and provide an immersive experience for the candidates, all well still recruiting employees who have all the capabilities required to succeed. Having a basic knowledge of the technological advances within the recruitment industry, job hunters gain a better understanding of the selection process they will be subjected to when applying for a job. Even after the recruitment process, there is overtime tracker software that can help you increase your productivity.

Technology can streamline the recruitment process
When hiring for a business, the use of technology can make the entire recruitment process less costly and time-consuming. There are 3 ways in particular that can save you both time and money.

Increased productivity

It is a fact that increased productivity leads to improved economic growth. The more you produce, the more you sell and the more you sell the more money you make. This applies to both products and services.  Technology involves automation which cuts down the time it takes to complete certain tasks.  Automation can streamline email management, social sharing as well as delegating tasks and enable the rapid compilation and organization of data.  By cutting out tasks that require repetition and organization by hand is a significant time-saver. A good example of this is an application tracking system that automatically imports resumes to the software, allowing the recruiter to narrow down the applicants and only spend time on those who may be good matches.

Decreased risk for a bad match
No one wants to spend time, energy and money of the recruitment process only to have newly-hired employees resign. Employee turnover costs money, something which can be reduced by avoiding bad matches in the selection process. Recruitment technology allows you to discard unqualified resumes without having to sift through them all.  Applicant tracking systems often include resume parsing which extracts information from resumes and enters it into the same format, allowing you to easily compare each candidate’s qualification, avoiding those that don’t fit the bill. Technology also makes it a lot easier to reach out to candidates regardless of whether you are using a job board, email system or social media. Save face-to-face interviews only for quality candidates that have the potential to be good matches for your organization.Advanced System Inc recommends making use of employee self-service platforms to save your organization even more money through the elimination of bad reporting.

Become more strategic

Your recruitment process, like any other part of business, requires a solid plan to manage tasks. Analytics allows you to measure how efficiently your hiring strategies are working and by using analytics that are built into recruiting technology you can become more strategic in terms of the selection.  There are many metrics from finding suitable candidates to offering a position that can be measured using technology. The following questions can all be answered by making use of recruiting analytics: Where do your most suitable candidates come from? How long does the entire hiring process take, where are your candidates in terms of the hiring process and how many candidates accept the job offers you extend?

By using technology to track, measure and apply analytics to the recruitment process, no time and money will be wasted on practices that are not successful. Once you can witness, in black and white, how well your processes measure up against your successes, you can go ahead and create data-backed strategies to improve your recruitment and selection process.

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