In business, it’s essential that the hiring process should keep pace with changing technology. Hiring the right people is, after all, the foundation of any successful company, and so anything that can improve and streamline this basic function should be seized upon and deployed as soon as possible. With technology changing every aspect of the way that we work, it’s only natural that it should also be revolutionizing human resources and recruitment methods.
Big data
One of the major impacts of the technological revolution in business is the advent of big data. Information is now the most valuable commodity that a company can possess, and technology allows us to harvest more of it than ever before, from a wide range of areas. In recruitment, gathering as much information about potential candidates gives agencies and employers an obvious advantage in finding the right candidate for a role. Big data can also manifest in a greater number of applicants as technology allows the net to be spread so much wider.
This data needs to be properly managed and correctly analyzed, however. By using the right software, the massive influx of data can be turned into useable information. Filtering out unsuitable candidates and discarding irrelevant information can save a great deal of time and resources. The remaining data can be broken down and presented in such a way as to allow the human arbiters to come to a fully informed decision on who to shortlist for interview.
Global reach
The likelihood of finding the right person for the job is much higher if you can reach potential applicants all around the world. Modern technology allows for a much larger talent pool, as individuals can be recruited through platforms such as LinkedIn or other professional networking sites and online job boards. No longer are companies limited to choosing only from the best options available in their local area.
There are obviously some disadvantages to finding the ideal job candidate living on the other side of the world, but technology also allows this to be overcome. It’s now much easier to relocate for the right job offer, but increasingly remote working is the solution. Cloud computing, video conferencing and other technological innovations mean that people can work alongside each other in a “virtual office” regardless of actual geographical location.
Avoiding bias
Even the most broad-minded and rigorous of human interviewers can be subject to unconscious bias when selecting candidates. Using AI to select candidates based purely on skills and experience can help to overcome this problem. This approach is being pioneered by intelligent recruitment agency Censia, founded by Joanna Riley. Predictive AI using pre-set criteria can be used to find the most suitable candidates from around the world. The final decision still lies with the company’s HR department, but the hours and resources saved are considerable.
Achieving greater levels of diversity within a company not only improves social equality but also gives that company many advantages in terms of being able to draw on a broader perspective. A monoculture of gender, class or ethnic background can breed false assumptions that will be damaging to business outcomes in the long run. The use of AI can overcome built-in prejudices and guide a company to a stronger future.
Non-verbal signals
Some recruitment agencies are also developing facial recognition software that can pick up on non-verbal cues. These are signals that a good human interviewer would pick up on that would help them decide in a face-to-face interview whether an applicant was really right for the job or the company. However, not all interviewers have the skills to recognize and correctly interpret these signals.
Using video interviewing technology and algorithm-driven AI, candidates can be screened via remote interviews using pre-scripted questions. As well as looking at their answers, computer programs will analyze their tone of voice, facial expression and hesitation in order to screen out any unsuitable applicants. Jobseekers can also use this technology in order to gain valuable interview practice and receive unbiased feedback.
Technology has introduced new ways to make money and new ways to find jobs, via online job advertising and application forms. We’re used to sending in resumes by email and the greater role played by social media in finding vacancies and in checking out applicants. In the future, recruitment will doubtless become even more technology-driven. The way that we work, the way that we find work, and the way that companies hunt for the right employees are all changing. Tomorrow’s recruitment methods will be even more technology-driven than today’s.
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