It seems that we blink and technology moves on around us. There is ground-breaking technology being launched on a regular basis that astounds us, and appears to signal a change in the way we live and work. There is also, however, the technology that has been around for years that we can’t ignore as it is integral to what we do. The question is though, which of these ‘can’t live without’ technologies are essential to us, as recruiters, on a daily basis?
Technology in 2018
2017 was another exciting year in terms of recruitment technology. AI continued to excite us with its potential uses and automation software helped to further enhance candidate experience. The social channels and their ever-increasing offerings, along with AI, have made it easier to converse with candidates and keep track of applications from both perspectives. Recruitment software will become even more advanced in 2018, with chatbots using AI to read messages and respond to candidates in a relevant and timely way.
Things are looking good for recruitment:
* In 2017, 56% of recruiting teams predicted their hiring volume would increase.
* Technology and talent are CEOs’ top two business priorities. (PWC, 20th CEO Survey, 2017)
* Top 4 trends shaping the future of hiring and recruitment in 2018:
* Diversity (78% say it’s very or extremely important)
* New interviewing tools (56%)
* Data analytics (48%)
* Artificial intelligence (34%). (Source: LinkedIn, ‘Global Recruiting Trends 2018’.)
What tech can’t we live without?
* Recruitment software – AI is becoming the backbone of recruitment software. Tailoring responses to candidate messages and offering the most relevant vacancies help to improve overall candidate experience, enabling us to source by quality not quantity.
* AI and automation – Automation already helps us with screening candidates but is set to develop how we work as recruiters even further in 2018. With AI integrated, the most relevant candidates can be targeted and information gathered relevant to the application. Automation further helps to enhance that crucial candidate experience.
* Video – Many organisations depend on video technologies for up to 75% of their interview processes. Video interviews are an extremely effective remote interview method and using video in your recruitment marketing can be highly successful.
* Messaging – Chatbots and messaging applications such as Slack and Whatsapp are integral to communicating with candidates. This won’t change, especially with the integration of AI to tailor responses to individuals.
* Social – 79% of people use social media in their job search. As a recruiter, you need to be sure that your brand is looking its best and you have full profiles set up on all of the key social channels: LinkedIn, Facebook, Twitter and Instagram. You also need to be aware of the image you portray as an organisation versus what your employees feel, as they are sure to let this be heard on review sites such as Glassdoor.
* Mobile – 89% of people use their mobile for job searching, therefore your careers page needs to be optimised for mobile viewing. If it isn’t, you risk losing a massive number of potentially excellent candidates. The beauty of engaging by mobile is the instant nature of communication.
Technology, ground-breaking or not, is here to stay
We’ve seen that technology will continue to surprise us throughout 2018. As recruiters we need to carry on optimising our use of the resources we have to hand and mustn’t forget that our candidates are well versed in technology. If we don’t keep up with the latest developments, we risk falling behind our competitors and losing amazing candidates.
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