Technology has changed the dynamics of a lot of businesses. Everything from our professional to personal life has been influenced and shaped by technology in one way or another.
With the emergence of artificial intelligence joining the IT force, new strategies have come into existence to help people become wealthy, efficient and smart. Digital advancement and transformation is the topmost priority of the modern business world.
Devising forward-looking strategies is one of the primary goals for most companies to ensure that they are on par with the digitally-driven world.
At this point, how and to what extent has this digital transition affected the recruitment and hiring industry?
In many ways.
People involved in the recruitment industry, whether it’s the HR department, sales and marketing managing department or employees themselves, the seamless domination of technology over the recruitment industry has become apparent more than ever. Gone are the days of in-person networking and cold-calling candidates.
Technology has quite daringly changed our outlook to perform accurate resource administration, efficient data collection and a healthy relationship with the employees.
Let’s look into three ways technology has impacted the hiring industry.
- Social Media as the New Active Agent
We are all familiar with the debate of social media affecting the fundamentals of social networking and how it has made the world a digital global market. It should not come off as a surprise that social media plays a pivotal role in the recruitment process.
Whether creating brand awareness, offering job opportunities, advertising job vacancies, or directly contacting job seekers online, social media has provided a strong market for all walks of the profession.
For example, LinkedIn has over 660 million subscribers worldwide, making it the most used professional platform globally. Every recruiter uses LinkedIn to inform and update people about changes in their profession.
Similarly, other social media platforms have also contributed to shaping the recruitment industry but with different codes of media ethics. Instagram, on the other hand, has downplayed major work ethics. From creating fun, interactive reels to showing ‘behind the scene’ of workplaces, recruiters use this social platform to give a glimpse into what working for their companies would look like.
For those rooting for new jobs, consider making your social media visibility transparent to potential companies. Keep your DMs in check and go through your LinkedIn profile regularly.
Another apparent and, quite honestly, an overly beneficial branch of hiring is virtual interviewing. It cannot be denied that conducting virtual interviews has been a boon to both the recruiter and the candidate.
Virtual interviewing, especially after Covid-19, has its fair share of advantages. It saves time, eases accessibility and eliminates the need to have all the interested parties physically in the same place. Virtual interviews are an excellent way to conduct the initial screening of candidates before recruiters call candidates for final in-person interviews.
- Artificial Intelligence is the New Normal
With each passing second, more and more companies are processing AI technology in their recruitment processes. The most amazing thing about the AI hiring process is that there are zero chances of unconscious bias or favoritism that humans might have towards candidates. The hiring process is quantitative, based purely on data collection and responses.
However, one cannot bury their head in the sand regarding the disadvantages of the AI hiring process. While AI provides an unbiased selection of candidates, a robot cannot identify the exceptional characteristics or skills that individuals might have.
This is where technology vs humans come into the picture. Hiring managers and recruiters can pick on a candidate’s skill and identify the talent. Conversely, AI will only provide the outcome of a rigorous and calculative process.
AI also helps to screen candidates automatically while removing those who do not meet the job description criteria and aids companies to better invest their time and money on essential tasks such as interviewing, writing job descriptions and organizing business seminars.
- Technology and Time
As mentioned before, time is essential to all tasks. And technology has made it just easier to manage time. In today’s world, losing time to wait for job vacancies to be filled is like waiting for a rainbow to appear in the rain. It costs additional recruiting, and the timeframe to get back to the candidate is painfully slow.
Technology should be sufficient to relieve these burdens of the hiring process and place people efficiently and quickly. The more digitized a method is, the quicker you can move on to your next task. Whether opting for a screening method or providing digitized paystubs, advanced technology will always put you one step ahead of your competitors.
One thing that goes without question is to make your social media attractive for both recruiters and candidates, depending on whether you’re an employer or an employee. Your social media platforms provide a brief yet comprehensive insight into your professional life and how you carry yourself around. Make sure your details appear appealing to potential recruiters.
Keep updating your social media posts and use your social media handles to get in touch with new people with the same professional interests.
Whatever you are looking for, make sure that you stay on par with new technology and adjust yourself around it. Equip yourself with tech-savvy strategies; you might secure your dream marketing job!