In anticipation of The CandEs Conference: A New Hope for Hiring in 2021, RNN is pleased to present the series "CandE Research Takeaways"
Recruiters already have their hands full in 2021—processing extraordinary numbers of job applications even as their budgets and teams are being pared down in many industries. And despite having fewer resources, recruiters must somehow continue to maintain the integrity of the candidate experiences they’ve worked so hard to build.
Better days are coming for sure. The question is, what can they do in the meantime to overcome these challenges?
While recruiting technologies aren’t new – we’ve had applicant tracking systems for over two decades and lots of tech in between – in the past few years more companies are embracing smart technologies. These leverage machine learning, natural language processing and first-stage artificial intelligence to handle the more labor-intensive aspects of recruiting. The thing is, many companies have taken great care to infuse their candidate experience with as much human contact as possible. Understandably, they’re reluctant to inject more technology into their processes even if it would lighten their burden.
Balancing Tech with the Human Touch
Turns out, recruiting leaders needn’t worry about adding technology to help them recruit and hire—as long as they use it wisely. As Talent Board’s 2020 Benchmark Research Report makes clear, candidates don’t really care about the tech or expect human interaction at every single moment of their journey. They fully realize you’ll likely use technology to handle some touch points. What matters most to them (other than getting a job) is that potential employers do three things:
In other words, candidates don’t literally think about your tech stack. What they do think about is falling into the big black hole of zero acknowledgment and communication that still plagues too many candidate experiences, especially in the initial stages.
Where To Leverage Recruiting Technology
Just about every stage of the candidate experience can be augmented with technology solutions, but there are a few areas where you can integrate it unobtrusively and with powerful outcomes:
Let me close with a graphic from this year’s North America Research Report showing some of the key ways global employers plan to leverage AI technologies to improve their recruiting in 2021:
Based on the above AI tech, you should definitely consider the likes of Modern Hire, Phenom, Paradox, Beamery, Jobvite, SeekOut, SHL, Symphony Talent, Wade & Wendy, Meet & Engage, pymetrics, Eightfold, XOR and all the other CandE sponsors!
Hopefully, I’ve given you some solid ideas for incorporating recruiting technologies into your own talent acquisition process. You’ll find many more in this year’s Benchmark Research Report.
In my next post, we’ll explore the importance of making it easy for candidates to research your company. And if you’re interested in participating in our 2021 CandE benchmark research program, click here.
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