While tech trends can come and go, there are several disruptive recruitment tech solutions that can benefit every HR professional. Innovations are now, more than ever, being made to HR tech in order to satisfy users’ hiring needs. There are simply more resources available for tech companies to use toward bettering these solutions.
In order to know what technology to put on your roadmap to invest in (in the near future, preferably!), you will need a rundown of the best of the best. Here is a quick overview of the most notable, beneficial disruptions being made in recruitment tech. Decide for yourself whether your company, enterprise, or agency should invest in these solutions, but the consensus is clear: HR tech is moving in the right direction, and you don’t want to be left in the dark in the years to come.
1. Tech with Enhanced Data Privacy
If you still think storing your information in the cloud rather than your file drawer is an impossible, miles-high task, then where have you been? Cloud-based software solutions are becoming more commonplace. Keeping a file (either physical or digital) is just not the most efficient anymore. Candidate and user information needs to be stored in a safe and secure place, so how do we know that this is being accomplished with these cloud-based providers?
As long as the software service you have chosen for your recruitment process is reputable and aware of data security risks, then cloud storage is actually even safer. Most of the major data breaches (think Target and Ashley Madison) have been attacks on internal databases rather than those on the cloud. As long as you trust the cloud provider you are with, your information and your users’ information is less likely to be compromised.
One of the best ways to ensure data safety is to seek out recruitment tech that is based outside the jurisdiction of the Patriot Act. The Patriot Act, simply, is a controversial Act of Congress in the U.S. that allows data breaches performed by the government in an attempt to surveil against acts of terrorism. However, the act is more commonly known for the fear it instills in the public that this permission is being taken advantage of. Choosing a recruitment tech solution that is based outside of the U.S. can give you that extra assurance you need.
Another tip when choosing software is to be on the lookout for clear definitions of the data privacy requirements that are being followed by the company. In particular, keep an eye out for the ISO 27001:2005 certification and its revision, ISO 27001:2013.
2. Artificial Intelligence (AI)
AI is an obvious topic when speaking about controversial tech advancements. Many people are scared of a future where robots reign, dehumanizing processes that are already getting replaced with machinery rapidly. However, there is great opportunity for AI to benefit HR processes; hear me out.
HR tech will feel the pressure to create intelligent systems. This simply means that the software can recognize problems and tasks and take the necessary steps to achieve efficiency for its user. It doesn’t mean that there will be any less human interaction. There may be even more! With the help of artificial intelligence, there can be more engagements with candidates in less time. This also gets interviewers some face-time in with the candidates sooner. It also allows for a decrease in biases. No matter how objective you think you are, there are always unconscious biases affecting your hiring decisions. But HR tech can help. AI is more of an aid than a replacement. You, as HR pros, will still have a hand in every aspect of the process; it will just be an smoother, more efficient ride.
3. Team Tools
2017 is the year of the team player. From tools to increase communication (like Slack) to team-focused recruitment software, HR professionals are looking to collaborate, making use of every employee in multiple roles. In order to do so, hiring tools need to be added to the existing system. For instance, a sourcing extension that can auto-input data from around the internet saves time when asking for employee referrals.
Another trend emerging is a redefining of the term “cultural fit”. There seems to be a stigma around the phrase. People purport that hiring for cultural fit is just thinly-veiled discrimination. However, this needs to change in order for the tactic to be successful. Firstly, define your company culture internally. This doesn’t have to do with race, gender, ethnicity, etc. It has everything to do with morals, values, and what your company stands for. Then, exude this using a modern careers site editor. HR professionals are starting to take advantage of the multiple forms of media available, such as team photos and videos, to bring in the right talent. You can teach skills, but you can’t teach personality! Or, well, it’s really difficult to do so.
4. Modern Recruitment Software
With ‘artificial intelligence’ buzzing around the HR community, beware of the same, clunky software claiming to be AI-equipped. Pro tip: they probably aren’t. Instead, look for modernized recruitment software that has already been making strides to become innovative. User-friendliness is a key aspect, as well as being streamlined and aesthetically-pleasing. For example, Recruitee is an ATS (applicant tracking system) that is disrupting the antiquated mold of former ATS models. It was built with teams in mind and is constantly updated.
The trick to picking the beneficial disruptions is to not jump the gun. Wait for others to review products and services. Read articles on the best predictions for the year ahead. Try free trials and compare. Know your budget, hiring needs, and what works for your company. Disruption isn’t always a negative thing, so take it in stride. Resistance won’t get you anywhere!
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