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March 11, 2022

5 Ways Technology Can Improve Your Recruiting Process.

Human resource management covers a wide range of responsibilities, from planning and implementing personnel policies to managing employee relations. Such tasks are often time and resource consuming, as they require a deep understanding of the business and its employees. However, HR is more often associated with employee management and, more precisely, recruitment.

The recruiting process has many stages. The first step is to identify the company’s needs, and then you set off on a long journey to find and interview the perfect candidate. Fortunately, technology can significantly improve the process, whether it is by automating tedious tasks or providing instant insights on candidate data.

AI chatbots, instant translation services, video interviews platforms, and other technology-based solutions are here to help you. In this article, we look at 5 of the most promising technologies that can be used in the recruitment process:

Instant Translation Services

An incredibly useful tool for the recruitment process is the instant translation service. Although nowadays it’s rare to find a candidate who doesn’t speak English, there are many people who are not proficient in the language, and it might not be required for the position they apply for. This can be a big issue if you’re working with international candidates, as you might need to spend a lot of time on basic communication. Fortunately, instant translation services, which allow you to translate any text on the fly, can help you avoid these difficulties.

You can use such a service for almost every part of the recruitment process. Start with creating your job descriptions, and then you can use the service to translate them into any language. Unfortunately, live voice translation tools are still far from perfect, so for the interview itself, you might have to rely on a translator or a person who is fluent in both languages. 

After all, language is about more than just words and grammar; there are also circumstances, context, social background, cultural differences, habits and traditions, and so on. For example, Spanish Puerto Rico translation might require a little different knowledge of all the aspects of the language than possessed by someone from Spain, as the language evolves with its speakers.

Artificial Intelligence Chatbots

Machine learning is one of the most promising technologies for recruitment. It is widely used for automated processes, but it can also be applied to create a tool that works like a human recruiter. Artificial intelligence chatbots can see patterns in data and draw conclusions from the obtained information. The technology is already in use by the likes of Workable and It’s My Job Recruiting, where AI chatbots are responsible for matching candidates to open positions.

The first step in using AI chatbots for recruitment is determining what skills you need for your job openings. By analyzing your current employees’ profiles, you will be able to determine the job requirements and write a detailed and accurate job description. Then, you can use the job description to create an algorithm that will match candidates with your vacancies. AI chatbots have proven successful in the recruitment process, so you can give them a try if they are not already part of your plan.

Video Interviews Platforms

Video meetings are a great way to simplify the process of getting to know candidates. They are often used for the first round of interviews. You can ask the candidate any question you want and get a chance to see how they respond to direct questions and comments without setting up an actual meeting, which saves a lot of time.

Video interviews are also beneficial for the candidate because they allow flexibility and a higher level of connection than phones, regardless of your and the candidate’s location. A simple Zoom call, for example, is enough to have a face-to-face conversation with a person from anywhere in the world. 

Social Network Analysis Tools

Thanks to services like LinkedIn, people looking either for a job or an employee can find each other. However, going through every single profile by hand is far from efficient. You can use social network analysis tools to do the job for you, which will save you a lot of time and effort.

They can greatly simplify the process of identifying viable candidates and help you focus on the most promising ones based on their expertise, education, and work history. Then, such a tool can be used to get in touch with the candidate and see if they are interested in your vacancy.

Video Resumes

Video resumes can further minimize the time needed for the initial screening of the candidates by providing you with a more comprehensive overview of their skills and experience. All you have to do is come up with a specific task or a set of questions and ask candidates to record a video response. This way, you won’t have to set up time slots for each candidate, and you will be able to get through many more applications.

For example, if you are looking for a social media manager, you can ask the candidates to share examples of their work and explain how they would engage with current customers. Alternatively, you can ask for a video presentation of their idea for a social media campaign. The result will be a more objective picture of the candidate, and it will make it easier for you to find the most suitable one.

To Sum Up

Technology is a must for most companies in today’s fast-paced world. Recruitment is no exception. For example, video interviews platforms and AI chatbots can help you save time and money while maximizing the efficiency of your recruitment process. Of course, technology is not a silver bullet that will solve all your recruitment problems. However, it will help you free up some time so that you can focus on the most important part – hiring an employee who fits your business and culture perfectly. It’s time to embrace the new technologies and start using them to your advantage.