Why recruiting needs to move to being a fully digital experience in 2018

January 12, 2018 12:32 pm Published by

If you work in the world of recruitment you most certainly don’t need a crystal ball to see the changes that are happening: recruiting has become a digital experience and to thrive and survive it will be essential to build a business of the future now. Organisations that can face the challenge of the digital era will require flexibility, adaptability, agility and, momentum to strive forward.

Candidates are expecting the convenience that going digital brings and are demanding the experience that only going digital can allow recruiters to provide. Recruiters need the new technologies to gain richer insights into candidates, make the ‘best fit’ decisions, to forge connections and to strengthen their company’s employment brand.

We are heading for a time in recruitment when with a click of a button or one word spoken we will be able to ask our Artificial Intelligence (AI) gadget to update us on our shortlist of suitable candidates, make contact with candidates to arrange video interviews, gaming tests, assessments, answer candidate questions or even give a virtual reality walk round the organisation. On-boarding plans will be AI lead and of course, we will be able to keep engagement levels high to enhance the candidate experience.

And it doesn’t just end with new candidates, by fully embracing the digital experience and AI the relationship management of existing staff can be taken to a new level concerning retention, training, and performance.

Know your
Candidates Before
the Interview

With a set of questions
answered by the
candidates through
video receording,
we provide you better
analysis of the candidature!

To know more, get in touch!

 



So, what are the top reasons for offering a fully digital experience in 2018?

It’s already happening – back in 2016, Unilever created an all-digital graduate recruiting process. The changes were aimed at keeping pace with expectations of millennial employees, of whom 60% see an employer’s “provision of the state of the art technology” as important when considering a job, according to research by PwC1. The process starts with a short online form tied to their LinkedIn profile and takes them through games which provide insights on problem solving abilities, personality and communication styles, through to a video interview and ends by offering the strongest a ‘day in the life Unilever’ simulation. Unilever is certainly not the only one to be taking this approach.

Generation Z – it used to be just the millennials that challenged the way we did things and whilst this group still offers us challenges, they have nothing on Generation Z. Millennials grew up with the advancements in technology Generation Z have never known a world without it and they are starting to enter the workplace in droves. This group only know technology and it is the only way to make contact with them and they expect communication ‘yesterday’.

It can learn for you – no we’re not talking Orwell’s 1984 fears. Here, we are talking about AI’s ability to develop and learn and grow its own abilities and thinking over time. With this learning comes its ability to become more bespoke and tailor itself to your organisation and unique demands and characteristics.

It’s all about the candidate experience – candidates today feel empowered and in charge and above all they demand a positive candidate experience. If their expectations are not met they will move on to the next employer and will share their negative experiences with their peers through their digital voice. Companies can easily and simply advance their candidate experience by utilising technology and with very little effort, cost or time. Capital One, a multi-year Candidate Experience Awards winner, reinvigorated its candidate experience by rolling out both a mobile application and mobile referrals. Last year, the company saw 25% of its applicants and 40% of its referrals come through its mobile applications.

It allows you to check real skills not qualifications – technology allows you to utilise games and simulations to assess on the job skills whilst offering candidates a true preview of what the job is really like. Technology also offers those overlooked and untapped talent pools such as veterans to showcase their skills where they lack qualifications.It allows you to check real skills not qualifications – technology allows you to utilise games and simulations to assess on the job skills whilst offering candidates a true preview of what the job is really like. Technology also offers those overlooked and untapped talent pools such as veterans to showcase their skills where they lack qualifications.

It broadens the talent pool – technology allows recruiters to access talent from anywhere and anytime. Reaching the unreachable such as passive job seekers is made possible through technology. As markets become more global so can your recruitment through targeting international talent.

There are of course the obvious reasons of improved efficiency, speed, reduction in cost per hire and the ability to recruit anywhere and anywhere quicker, however the main reason that recruiting needs to become a fully digital experience in 2018 is that if you don’t, you won’t win the war for talent and you simply won’t have any candidates, never mind the best.

  •  
    6
    Shares
  • 6
  •  
  •  
  •