How technology has simplified the hiring process

Lockdowns have been applied worldwide in the last year and a half, including in India, which is still imposing them to stop the spread of coronavirus. By the middle of 2020, businesses from all sectors and all corners of the globe had embraced digital technology in the hiring process.

Talent recruiting and management are no anomalies in the post-pandemic environment when organisations have moved their whole spectrum of operations online.

The digital transformation of the recruitment process has emerged as critical to overcoming the present and developing obstacles while obtaining optimal results, far from being a band-aid solution to a worldwide upheaval.

Hiring process: Diversity of platforms

Recruiters can reach out to potential applicants through various channels, including LinkedIn, Glassdoor, Upwork, and Indeed. Because there is no monopoly, positive competition and ongoing innovation are possible, meaning employers may interact with top talent across different platforms with ease.

Companies may now access a more comprehensive, diversified, and highly skilled talent pool. 

Hiring process: beyond zip codes

When it comes to talent acquisition before the advent of digital technology, businesses could only choose from their immediate vicinity. Geographical limits prevented access to isolated locations. Only individuals capable of overcoming socioeconomic barriers were eligible to apply for jobs — not just in their own country’s cities but also globally. As a result, the workforce was mostly made up of people with similar ideas, experiences, and perspectives.

Employers now have the choice of hiring the most significant personnel, regardless of their location anywhere in the world, thanks to cutting-edge remote working technologies. Recruiters can conduct the interview process quickly and efficiently using innovative videoconferencing and collaboration capabilities.

As a result, businesses can test and hire skilled employees from various socioeconomic, regional, religious, and even national backgrounds, resulting in a more connected, diverse, and progressive workplace.

Finding the right candidate is easier.

Previously, recruiters had to rely on their gut and expertise to evaluate a candidate’s genuine worth. It’s tough because, at a meeting, a candidate always puts their best foot forward, restricting a recruiter’s access to information needed to conduct an unbiased assessment that effectively analyses strengths and flaws. The integration of AI, machine learning, and data science is precisely meeting this need-gap.

Effective AI and data science algorithms provide a complete image of a candidate, allowing for a more thorough evaluation, but they also aid in speeding up the process.

Deep learning-based candidate evaluation provides businesses with an unrivalled solution that thoroughly covers the entire cycle of sourcing, vetting, pairing, and managing personnel – all remotely.

Automated scheduling

Candidates send their resumes to companies in the traditional application process. Human errors, such as a profile being missed during manual vetting, are not immune to this procedure. This dynamic has shifted dramatically as a result of technological involvement.

Active intelligence and Internet of Things-based systems can automatically choose appropriate profiles and schedule interviews. Candidates who advance to the next round of interviews are notified, while those who are rejected are advised of their application status so that they can seek other options.

Recruiters can send out automatic and customised emails to job applicants with information about their interview results, test scores, and other details using complex software, which is difficult and time-consuming to do manually.

The software sets the day and times, and Google Calendar adds the event to the experts’ schedules as soon as they receive the email. Employers can use AI-driven chatbots to answer FAQs and other questions before and during the interview in the meantime.

Facilitating a personalised interview experience

New-generation professionals have developed senses and preferences, and they hold companies to a high standard. When applying for jobs at brands, modern people are looking for more than just financial rewards and incentives; they want to have pleasant experiences.

As a result of this trend, businesses worldwide have begun to place a greater emphasis on providing a better employee experience to attract and retain top personnel. An employee’s adventure starts with the interview itself, not with induction.

An interview is as much an assessment of a candidate’s skills and talents as it introduces a firm and its processes.

In light of this, discerning businesses are deploying a portfolio of innovative technologies to provide all candidates with a seamless, customised, and memorable interview experience, hence increasing brand recall value. Everything underlines a brand’s dedication to its employees, whether sending out personalised emails, providing real-time information on application status and interview progress, or allowing candidates to engage with recruiters via chatbots.

In addition to providing superior customer experiences, these technologies enable companies to conduct individualised assessments to determine the value that employees can bring to the table.

Smarter, smoother, and more accurate skill assessment

Job seekers can gain new skills while simultaneously benefiting from a more streamlined hiring process thanks to technology. By relying just on physical documents and fabricated credentials, it isn’t easy to effectively assess a prospective employee’s skill level. Personality, commitment, ambition, aptitude, and efficiency are qualities that words cannot measure on a screen or paper.

On the other hand, companies can test for specific talents and abilities never before, thanks to current technologies.

Employers can track employee development and project time spent using AI-based assessment systems or test to undertake advanced analysis of skills and a candidate’s aptitude to operate in a high-pressure environment.

Advanced recruitment service providers, for example, set up tools like integrated development environments (IDEs) to let businesses conduct a thorough evaluation of developers, programmers, and coders. Such technologies can also link developers with the correct organisations by combining their existing information with their test scores.

AI filtering in hiring process

By removing the human factor from the hiring process until the outcomes, AI-driven tools like applicant tracking systems (ATS) can help recruiters make unbiased and accurate decisions. Skilled and capable candidates can compete for open positions and shine through thanks to a standardised screening procedure augmented by AI filtering.

By removing manual intervention, the HR department can devote more time and resources to promoting the company’s favourable image and increasing brand value while providing unique recruitment experiences.