The new tech kids on the block – our round up of the latest online recruitment tools
Recruitment hasn’t historically been the quickest adopter of new technologies. Industry disruptors have previously hit the employment market hard, with the introduction of new applications, such as LinkedIn, throwing agencies out of sync. Happily, that’s no longer the case with businesses beginning to position themselves as ‘tech-first’ and making use of the tools available to them. Tech has the power to revolutionise and streamline many of recruitment’s time-intensive processes, so here’s our round-up of the latest online recruitment tools.
Augmented job posts
Writing a job post isn’t easy, and all too often recruiters can fall into the trap of using repetitive and lacklustre language. Thankfully, software now exists which can suggest improvements to the text in your job posting, making it more attractive, with less bias and encouraging an increase in responses. Tools such as Textio make it easy for Employers to get their point across, in words which are most likely to inspire Candidate applications.
As far back as 2011, Gartner predicted that 85 per cent of all customer interactions with a business would not involve humans by 2020. The rise in the use of chatbots will certainly help propel us towards that figure, as users increasingly move away from traditional phone enquiries and demand access to websites from a mobile phone. Adding a chatbot to your website is the equivalent of having a salesperson in your showroom: the bot prompts the interaction, encouraging engagement and increasing the likelihood of a sale – or in recruitment terms, a Candidate application. Not only that, but chatbots can save recruiters time by dealing with early-stage enquiries and nurturing them until they require a more human touch.
Video interviews may not be the newest technology, but the way we use them is changing. Long gone are the days of unreliable connections interrupting conversations between the recruiter and a prospective Candidate – in fact, recruiters may not need to be a part of the interaction at all, with artificially intelligent automatons taking their place. Video interviews are being used to determine Candidate’s talent too; recruiters can set coding tasks on Skype Interviews that need to be completed in real time.
Gamified personality tests
Finding a qualified Candidate is one thing, but how can an Employer tell if the new hire will be a good fit culturally? Dozens of personality tests exist to determine a Client’s Myers-Brigg type (MBTI) but none are fool proof, with external factors having an unknown influence on the Candidate during the test. Thankfully, developers have introduced gamification to this process, with tools like pymetrics claiming to match Candidate to Client using a mix of neuroscience and artificial intelligence. We’ve already seen gamification used in assessing an interviewee’s skillset, so this seems like a natural and easily-adopted next step.
Siri, Alexa and Google assistant are already helping to organise our personal lives, it was only going to be a matter of time until they began to help in the workplace too. Automatons are capable of scheduling meetings and transcribing telephone interviews, as well as performing smart searches. Virtual assistants can save recruiters time and prevent mistakes due to human-error.