The Future of Recruitment Technology
The future is coming to get you. For the longest time, folks have railed against the idea that a recruitment technology can do what human recruiters can do. But the truth is, when it comes to automation and tactics, we may be losing that fight. The technology of today can already source a little better, find stored resumes a little faster and automate workflows when the human mind forgets. In fact, recent APA research reveals that machines are even better at making the ultimate call on an applicant.
“Our analysis of 17 studies of applicant evaluations shows that a simple equation outperforms human decisions by at least 25%. The effect holds in any situation with a large number of candidates, regardless of whether the job is on the front line, in middle management, or (yes) in the C-suite.”
So is the future of recruiting all about algorithms and technology and less about the study of people? There are two reasons the answer is no.
Candidate experience continues to increase in importance and hiring professionals are crucial to the experience. As technology continues to get more advanced, it is possible for more candidates to have deeper and more contextual interactions with recruiters and hiring managers. The standard trio of tech making this possible are: mobile, social and video. The newest addition are the automation tools traditionally used in marketing, which allow nurturing campaigns, retargeted ads to prevent dropoff and analytics that give insight to how job communications are actually working. While technology has made and is making these candidate “touches” more possible, it takes a skilled recruiter (or hiring professional) to set these dominos in motion.
PWC recently released researched around work mobility and the changes the workforce has seen over the last decade and going into the future are astounding. They show a dramatic shift in the way work will look in the future. 71% Millennials want to work outside their home country at some point in their career. While mobility has traditionally pointed to consulting, postings in different locations and more; virtual mobility is now considered a significant part of the equation. Globalization is not only affecting management but sourcing and recruiting, as well. The evolution of how we work and where we work requires a human element to manage and deploy in an agile way.
The ultimate future of recruiting requires many talent acquisition pros to step outside of their traditional silos. Resistance to being measured alongside other traditional HR metrics and processes such as quality of hire, onboarding, reporting and engagement will have to be reevaluated, as the runway to hire and train quality people (who may not stay longer than 18 months) shortens significantly.
While technology can help with the administrative and quantitative parts of sourcing and recruiting, what will never be able to be replaced by technology (knock on wood) is the strategic thinking around talent. With trends changing as quickly as they have for the last 5-7 years and many more predicted shifts on the horizon by 2020, we need strong recruiting talent that not only knows how to leverage technology to build talent in a new way but that can employ strategic thinking in their “free time.” It will be this combination that drives the future of sourcing, recruiting and talent management.