5 Ways Technology Is Improving the Job Hunt
5 Ways Technology Is Improving the Job Hunt
Has technology made finding a suitable candidate easier for companies or finding the right opening pain-less for applicants? The answer is a little more complicated than you might think. Companies who post job openings online benefit from exposure to a massive talent pool but also risk losing quality candidates during the time-intensive process of screening a deluge of applications. One recruiting expert recently estimated that each corporate job opening receives an average of 250 resumes–and the less specialized the position is, the higher that number becomes. Candidates looking for a good fit not only have to navigate annoying job application interfaces and crude screening procedures, they also have to deal with job scams and fake postings.
Taking recruiting online has eliminated some problems from the job hunt, but it’s created others. Luckily, continued advancements in recruiting technology are starting to make the job hunt a better, more productive experience for job seekers and companies alike. Here’s how;
Technology For The “Candidate As Consumer”
A glut of vacancies and the realization that candidates establish brand loyalties and share brand experiences in their social networks have contributed to the “candidate-as-consumer” recruitment model. Hirers have to court passive and active candidates just as they would court consumers, developing and showing-off a positive workplace culture and an emotionally resonant brand. Technology that contributes negatively to the candidate experience can harm companies just like tech that degrades consumer’ experiences. One study found that 72% of candidates with “terrible” application experiences shared their feelings on sites such as glassdoor.com; this shows that recruiting tech can have long-term consequences for companies’ reputations. Companies looking to create a better job application experience are turning to technology, relying on better, more mobile-friendly, and less cumbersome job application interfaces.
Immersive Experiences Through Virtual and Augmented Reality
VR and AR are mostly known for their gaming applications, but a growing number of companies are beginning to recognize that they also have applications in the recruiting world. German railroad company Deutsche Bahn has started using VR headsets at job fairs to give recruits an immersive experience of different available positions. The headsets don’t just grab attention–even in a crowded field of employers and openings–they also help candidates assess whether the job would be a good fit for them before moving forward with interviews and site visits.
Artificial intelligence isn’t just a sci-fi concept anymore. Recruiting is one of the many industries currently being shaped by this rapidly evolving technology. A 2017 study found that roughly a third of respondents already used AI at some point in their hiring process. Companies such as Ideal offer resume-screening AIs that can help companies filter torrents of online resumes for ideal candidates. Tools such as HireVue use AI to conduct video interviews with clients, analyzing their emotional intelligence, word choice, and other “soft skills” that are difficult to read through a resume alone. At its best, AI is increasing fairness in the application process by helping the most qualified candidates stand out. However, data scientists remind us that it’s essential to deploy AI in a manner that detects true job compatibility rather than replicating previous hiring biases.
Assessments to Close the Soft Skills Gap
“Skill gaps” that keep employers from finding lasting quality candidates aren’t always about specific technical abilities. LinkedIn estimates that the U.S. is short about 1.4 million professionals with so-called “soft skills” such as problem-solving, emotional intelligence, and communication. While employers can screen candidates for specific technical abilities such as a programming language, screening for soft skills is notoriously tricky, particularly if companies conduct preliminary screenings before bringing candidates in for one-on-one interviews. A growing suite of assessment technologies now helps companies filter for candidates with excellent soft skills before entering the interview stage. Platforms such as WIN Learning, Capsim, and HireVue, can help companies measure soft skills.
The blockchain is another technology sweeping several industries at once, and recruiting is no exception. The same immutable distributed ledger that supports complex, high-value transaction networks like Bitcoin can also store data related to the world of recruiting. Companies such as BHIRED.io are building high-quality hiring and recruiting platforms on top of a blockchain; this technology can protect high-quality data such as verified credentials attached to a biometric profile, incentivize positive contributions to job application platforms with cryptocurrency tokens, and safeguard applicants, hiring managers, and recruiters from fraud by creating tamper-proof reputation systems.
As technology continues to evolve, there’s no need for recruiting to remain out-of-date. The advancements mentioned above will help make the job hunt easier for everyone, whether they’re looking for the perfect job or the perfect employee.
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