by Charlotte Gurney
A robust technology approach can help to ensure that your business meets all the objectives of a workforce strategy. There are many potential options when it comes to strategizing technical recruitment today - from applicant tracking systems to video interviews and market intelligence insights there are many ways in which this can contribute to improving outcomes. So, what do you need to think about when it comes to getting a strategy for technical recruitment right?
The components to consider
When you’re constructing a recruitment technology strategy the best place to start is with a review of the available options. Innovation is almost constant today and everything, from smart automation to the use of artificial intelligence, can provide options for more effective workforce management that are specifically tailored to your individual organization. These are some of the key elements that could make up part of your recruitment technology strategy.
Using social search to identify potential candidates. Manually handling the process of trawling through resources such as social search trying to find the right people can be incredibly time-consuming. Sophisticated tools that use machine learning and natural language processing provide options to quickly discover people who could be an ideal fit.
Anonymising candidate information. Innovative tech now exists to anonymize candidate applications to help remove any unconscious bias from the process. There are also many tools out there that can help to ensure that bias is stripped from every part of recruitment, whether that’s job ads or interview questions. This can ensure that any diversity and inclusion targets in workforce strategies are met.
Integrating programmatic advertising. This will automate key processes involved in digital advertising, including identifying and engaging with publishers, optimizing performance and seeking out the best prices. It will learn from the effort to find the ideal placement strategy and ensure the best possible recruitment performance.
Chatbots to engage candidates. Putting conversational artificial intelligence into your recruitment technology strategy provides the opportunity to automate key interactions at the start of the recruitment process so that there are no communications black holes or lost opportunities for engagement.
Greater use of video interviews and assessments. Video conferencing platforms gained a lot of ground as part of the recruitment process during the pandemic when the benefits - from easier scheduling to convenience and being able to apply a more consistent interview structure became obvious. Since then, this technology has evolved to offer even more, including AI-assisted automated screening capabilities, such as analysis of video interviews.
Market intelligence and workforce data insights. A workforce today could be made up of many different workers, from full-time employees to contractors and freelancers. Data and analytics tech can now provide a perspective of an entire workforce looking at key areas, such as engagement and pay conditions. It can also be a vital part of understanding how to navigate today’s employment market too.
The right recruitment technology strategy will be different for every business but these are some of the most essential innovations to consider to ensure that yours is effective.
If you would like to discuss any element of our IT recruitment service offering, please contact: Adam Wooldridge, Volt UK Director; adam.wooldridge@voltinternational.co.uk