In today’s digital world, we are more connected than ever.
Yet, authentic human moments—when we get to connect with each other on a deeper level—are few and far between. This is especially true in recruiting.
Candidates job search online and network on social media without ever leaving the house. HR tech can help them form real connections with recruiters (and vice versa) even talking in person.
Today’s recruits have so many choices, which can be both a challenge and an opportunity for your business. Candidates are looking for companies and brands that fit their values, lifestyle, and work environment needs in addition to their skills and career goals.
Recruiters know that candidates need a real, human connection before they choose their next home away from home. At the same time, these candidates live in a world of immediacy and instant digital satisfaction. This predicament has left many HR departments looking for the right balance of the two.
Candidates want not just a job, but an experience out of their employment. And with so many opportunities in a strong job market, companies need to break through the digital noise to attract recruits that are the best match for them. A candidate’s experience with your brand has to be easy and exciting if you want to capture their heart and mind.
At this point, you’re probably nodding yes, of course, all companies should take this approach to recruiting. However, the fact is many are falling behind. In Deloitte’s 2019 Human Capital Trends Report, only 6% of employers believed they had the best-in-class processes and technology for recruiting.
The report concludes that “optimizing technology—using data to find, source, and select candidates more efficiently and taking a data-driven, expedited approach to hiring—is one of the recruiting function’s biggest opportunities.”
How can companies take advantage of technology to innovate the recruitment process and look attractive to top prospects without losing the human connection that’s so important when looking for a job? By utilizing new HR recruiting tools.
When it comes to HR technology, companies need to focus not only on the cost-saving benefits of automation but the time-saving ones as well. Where is your time being spent? What can you automate? And what can you do with that extra time? Technology can help streamline the more mundane tasks that feel less human, freeing up more time to spend on doing what really matters—authenticity.
Many companies have moved toward programs that enhance communication and collaboration like Salesforce, Facebook Workplace, Yammer, Slack. These technologies not only help with cost reduction and productivity, but availability, reliability, and performance as well. Even as employees travel, work remotely, or work from home, these communication platforms allow for quicker response times and more collaborative connections with colleagues and clients.
The same holds true for HR tech and recruiting. Online HR tools that assist companies in sourcing talent are trending in the automated world we live in. These days, any lag time between initial contact and hire can cause even the best companies to lose their top prospects. It isn’t just about reviewing resumes—recruiting teams need an approach that will get them in front of the best talent faster, and candidates need the opportunity to make a real human connection with your people and brand, from any device. Texting and video can help make that happen.
For example, something as simple and universal as texting can be used to help companies make a great first connection with potential candidates. Adopting technologies like SMS in the recruitment process allows you to interact with people the way they are used to communicating—right from their hand-held device, wherever they are. These platforms also allow teams to connect and share data, making the recruiting process more efficient.
Another ubiquitous technology is video. Like texting, video is everywhere, bringing content to life like never before. Video recruiting tools can help companies make a connection with candidates in a streamlined fashion before bringing them in for a second interview. For many companies, video interviewing—either prerecorded or live—is a good first step in creating a more humanizing process for candidates, rather than a traditional phone interview.
Just like texting, companies can harness the power of technology while connecting with candidates on a more personal level. Teams can quickly screen candidates and get to the best recruits in less time. Instead of spending hours on the phone interviewing multiple candidates, recruiters can record questions, add branding videos, and enable multiple team members to ask questions, thus building a truly immersive, personal experience for candidates.
Tip: Video recruiting can't be done without the right video conferencing software. Discover your options on G2 and find one that fits your needs.
With this approach, recruiters add a human element to an online process and make it feel more like a 2-way conversation. In turn, candidates can get a real feel for company branding, culture, and team members just as they would in person.
Candidates can click on a link, learn more about the company, hear from multiple employees, and respond to questions at their convenience. They can immediately determine if your company brand and ideology fit their values, lifestyle, and career goals.
On the flip side, video allows recruiting teams to vet more candidates, add consistency to interviews, and bring their company to life earlier on in the recruiting process. Teams can easily record, share, and play back candidate interviews as needed, streamlining the process.
The goal of HR tech is not to replace people or dehumanize the recruiting experience. When used correctly, the opposite is true. Organizations are now using everything from video and texting to targeted advertising and chatbots to help expand their searches and target the best candidates with a more personalized (and quicker) approach.
These tools can help you identify the right talent sooner, automate mundane tasks, and spend more time getting to know candidates, making recruiting a better experience for everyone.
HR technology can help internal recruiting teams attract and source job candidates to convert into applicants. Browse a list of the best recruitment marketing platforms on G2.
Alexa is a Content Marketing Associate at G2. Born and raised in Chicago, she went to Columbia College Chicago and entered the world of all things event marketing and social media. In her free time, she likes being outside with her dog, creating playlists, and dabbling in Illustrator. (she/her/hers)
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