The traditional face-to-face job interview is quickly becoming a thing of the past. For one, it’s nearly impossible to eliminate unconscious bias during the hiring process, which is why so many companies are increasingly turning to new techniques.
The latest concept in recruitment and hiring is the use of advanced artificial intelligence (AI) tools to help streamline the process of finding appropriate, qualified candidates that are a truly great fit for the specific needs of your company (like the one created by Censia). As we enter a new era in the hiring process, recruiters are looking into new strategies to find the best talent. Here are some of the latest recruitment trends for the new decade.
New Roles for Social Media
In an age where most of us have multiple social media accounts that we use and access regularly, the role of social media in the hiring process will only continue to grow. Highly popular networking websites such as LinkedIn, Twitter, and Facebook are giving recruitment managers an increasingly detailed look at potential candidates.
Though there is nothing inherently wrong with using these sources to verify information and passively screen candidates, you must be careful—you want to avoid negligent hiring claims or discrimination suits.
Even so, some social media platforms are starting to take the place of the traditional resume. For instance, LinkedIn profiles are frequently more detailed than the average CV or resume, and employers are increasingly looking through them in search of potential candidates.
Changes in the Overall Interview Process
As mentioned, the traditional interview process leaves a lot to be desired in today’s hiring environment. It requires a huge investment of time and money on the part of the company doing the hiring—and the candidates as well. Spending all day in interview after interview or in front of various panels is increasingly being seen as inefficient.
Many companies have begun to turn toward modified interview processes, such as competitions designed to allow candidates to demonstrate relevant skills (like coding, for example). This process allows employers to get a better sense of the candidate’s skills than they would get from a resume or traditional interview alone.
This trend also reflects changing priorities in the hiring process. Where in the past employers tended to value so-called “hard skills” and experience, employers are now moving toward a focus on “soft skills” like leadership and teamwork. Experience still matters, but employers want employees that demonstrate teachability and group skills as well.
Candidates as Consumers
Recruitment has changed in the last several years in several ways. Many of these changes are related to how candidates are approaching the job search. Candidates are driving the hiring market now, so many businesses are treating them like consumers.
This shift in power has driven companies to focus on recruitment marketing, employer branding, and the overall candidate experience more than ever before. Employers need to have their branding established before candidates even enter the picture, as the majority of today’s job candidates do a great deal of research into companies before even applying.
Since attracting candidates has become more difficult, companies must focus more on reputation and branding, as well as actively recruiting potential candidates through recruitment marketing techniques. The candidate experience during the interview and hiring process is also increasingly important. Candidates who have a good experience are more likely to apply again and to recommend applying to others.
Artificial Intelligence and Automation
Recent news stories have increasingly begun to highlight the use of automation and AI tools in helping with the hiring process. Hiring managers often meet an astonishing challenge when trying to search through potential candidate applications and resumes. AI tools can do the same job with greater accuracy and in a fraction of the time, allowing other candidates that might have been overlooked to be a part of the hiring pool.
A recent survey by the HR Research Institute noted that nearly 77 percent of HR organizations are likely to be using AI tools in talent acquisition within the next two years. The algorithms and matching technology that AI tools use in the screening process go through potential candidates in seconds, giving hiring managers more time to get to know candidates in depth. The use of AI tools doesn’t mean that human beings will be out of the talent acquisition process, but it does present the potential for deeper and more meaningful connections between job candidates and the people tasked with finding them.
Recruitment Is Changing Overall
The world of recruitment is shifting significantly as the process of attracting qualified talent becomes more difficult. Companies must focus on attracting talent and harnessing new AI and automation tools to maximize their time.