Whether these are professional networking, job portals or online applicant systems, the advanced technology has completely revolutionized the process of the recruitment sector, the process of employers or recruiters finding potential candidates. The AI and ML technology are now helping the HR departments in managing the massive influx of applications that they receive daily. It helps in reaching the potential candidates located anywhere in the world i.e. overcoming the geographical constraints for candidates as well as recruiters.
In today’s time, the majority of the workforce is looking for telecommute i.e. work from home. The new technology helps the recruitment sector in hiring the candidates by which they can work from home, earlier however, the jobs were overlooked due to location.
It has evolved the mechanism of job searches. Not just the recruiter, but the candidates who are looking for jobs can also connect with HRs or hiring manager on different platforms. Also, they can register themselves to get regular updates.
The above mentioned, are some of a few benefits of technology in the hiring cycle, let’s know in detail about this cycle and how technology has reshaped Recruitment Sector…
1. Searching:
The first phase in the hiring cycle is searching. The hiring manager needs to search the candidates as per the requirements of the organization. For this, the HR professionals post the job across multiple job boards which has plenty of job seekers and recruiters already. Currently, nearly 80% of HR professionals prefer to hire candidates using online job boards.
The candidates check the job, match it with his/her skills and apply for the job. This creates a pool of candidates for that job.
Tips & Tricks:
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- Use those job portals which are having maximum reach across the globe.
- Provide complete job description along with skill requirements, location, availability, etc. along with roles and responsibilities.
2.Filtering:
After the job posting, there could be hundreds of applications of potential candidates from anywhere across the globe. Since, the number of applications is so huge therefore it could be a tiresome process of an HR if he has to go through all of them, many of which could be irrelevant for him. Here applies the filtering process. The HR can apply filters such as the experience of 3-5 years, availability of work, remote or on-site working, etc. and can select those job searches which match the filters applied. This works like in this way: For any job posting, you will get 300-400 applicants. Even after applying, searching filters, it will give you nearly 200 applicants. Now, this is where filtering works. After applying the advanced or secondary filters, the count will get reduce to 20.
After this, only the relevant applications would be considered for the screening process.
Tips & Tricks:
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- Use secondary filters and search options to get relevant applications.
- Filter those resumes which directly meet your core requirements or skills for screening.
- Salary expectations filter can also play a good role.
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3. Screening:
The candidates of whom the applications were passed would be considered for the screening. The automation of the scheduling process makes this task much easier. The screening process generally involves the telephonic interview or video interview of the applications with a particular panel of HR’s company. Those who passed this step are then onboard.
Tips & Tricks:
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- Make sure that the process is activity-based.
- Always keep the relevant person in the criteria.
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