Article

4 Ways HR Technology is Changing Recruiting Best Practices

HR’s digital revolution is expanding what’s possible in talent acquisition. With modern HR technologies, TA teams can overcome the stranglehold of skill and talent shortages in exciting new ways. They’re setting the bar higher for speed in hiring and a more candidate-centric experience with innovative recruiting best practices. Get on board with these changes or get left behind – the choices are clear in today’s high-tech environment.

#1. New patterns of candidate engagement

Candidate engagement is one of the primary areas for emerging recruiting best practices. With the array of new HR tech, recruiting is not limited to a one-size-fits-all approach. Recruiters are integrating technologies to create new workflows and points of communication tailored to the position which engage candidates more effectively:

Text recruiting is taking off 

Not such a big surprise since 75% of Millennials prefer to communicate by text. With text-based applications integrated in video interviewing platforms, candidates can get their interview scheduled right from their smartphones. On-demand text interviews allow recruiters to quickly identify qualified applicants with a few brief questions about requirements for a position such as eligibility to work in the U.S, availability to work overnight shifts, or ability to lift a minimum number of pounds. Candidates are not left in the dark. They learn right away if they will move forward or should look for other opportunities.

Use of CRMs

Some organizations are using CRM solutions to reach and engage. With segmented data in the CRM, recruiters can run engagement campaigns targeting a specific pool of candidates for the position.   

On-demand voice and video interviews for high-volume hiring 

Recruiters are engaging a high volume of candidates concurrently with a text or email invite to participate in a 10- to 15-minute on-demand interview. Candidates complete the recorded interview with a mobile device or PC immediately or when it’s convenient for them, gaining insight about the employer in the process. On-demand applications integrated with a purpose-built interviewing solution let recruiters efficiently review and rate the responses and forward top contenders on to the hiring team. For candidates, the process moves along more quickly in a fast, simple and convenient experience.

Improving transparency

#2. Improving transparency

Increased transparency is among the recruiting best practices improving with HR technology. Some recruiters have integrated self-service tracking applications which give candidates the ability to log in and see where they are in the hiring process. In addition, virtual recruiting assistants can be tasked with reminding candidates about upcoming interviews, and providing status updates. Natural language processing helps make candidates’ interaction with virtual assistants feel more personal.

Another recruiting best practice is increasing opportunities for feedback from recruiter to candidate and vice versa. Candidates appreciate constructive feedback at each step, and HR tech is enabling that to happen with greater efficiencies. From the reverse perspective, candidates are a goldmine of information about their hiring experience, and recruiters are finding more ways to access and leverage that data with digital feedback tools.

#3. Expanding use of assessments  

Use of assessments has always been one of the essential recruiting best practices. However, new HR tech is making it possible to expand the use of assessments cost and time-efficiently to promote smarter hiring decisions. Some interviewing solutions integrate an array of assessments with on-demand video interviews. Recruiters choose from proven, validated industry assessments for technical/coding, work-style, competency, and personality. The scores are integrated with the recorded on-demand interview, making it fast and easy for recruiters to share best-fit candidates with hiring managers. It’s also a fast and easy experience for candidates, who complete the interview and assessment in one convenient and seamless digital interaction.  

#4. Elevating recruiters’ role

A recruiting best practice with huge potential for impact is the elevation of the recruiter’s role. With the automation and assistive AI applications available with new HR technologies, recruiters can devote less time to administrative and repetitive tasks, and concentrate more on work that yields high value. Some interviewing platforms enable recruiters to become 30% more efficient — that’s three extra hours each day for more strategic recruiting activities such as:

  • Candidate engagement. Dashboards integrate real-time data across purpose-built video interviewing platforms to help recruiters prioritize important tasks, focus on candidates who need their attention and get to job offers faster. Recruiters get to spend more time talking with candidates, selling the employer brand and building candidate engagement.  
  • Sharing TA perspective and expertise. Forward-thinking recruiters are partnering with managers and departments on strategic business planning and budgeting to support organizational goals. It’s likely that the recruiter’s function will continue to evolve into the role of talent advisor.

Should I implement niche applications or a single solution?

If the candidate experience is your priority, then a single solution will provide more value for your organization than one or several niche applications. Simply put, a single HR technology that’s designed to elevate your hiring process at every step will deliver the fast, simple and seamless experience modern candidates expect. And, it can enable your team to implement all of the recruiting best practices outlined above and more.

See how a single solution can drive better value.