If you've ever worked for or around Human Resources, you're probably familiar with the automated software that sorts job candidates. All too often, this software is too complicated on the back-end or is ineffective as a filtering agent employers had originally intended. Fortunately, new technology and techniques are bringing this dilemma to an end.
What's The Problem
Supply and demand are in a constant state of flux, you may never realize exactly where you stand if you rely on automation and never pause to take the pulse. As an employer, your goal is to match the perfect candidate with your existing skill gap. Software should be the solution, right? Wrong. While application programs have certainly improved and shortened the act of applying, they fall short of matching applicants to fitting roles.
A process that requires virtually no investment of time by the applicant encourages potential employees to pitch themselves at nearly everything a company offers, regardless of whether they even meet the minimum qualifications. As a result, recruiters using this system often find themselves wading through hundreds of applications and resume packages and discovering very few candidates with the potential to advance to the next round of an interview process. In the time it takes to process the applications, many of these qualified applicants move on to other opportunities.
This flaw is one that can be simply fixed by reintroducing the human element to complete the candidate screening process. Managing this process consistently will maintain short application cycles while completing the circle for your applicants. For large companies, the rise of AI in human resources will allow for a more personal touch in dealing with the candidates. How? Well, these programs will be able to group and sort candidates, schedule interviews, and in some cases even conduct the initial round of candidate selection. A lot of the rote work will be handled by the computer, while the recruiter is able to talk to each candidate to determine how he or she will fit into a particular corporate culture.
Today, many managers agree that their best candidates come from personal recommendations from their current and former employees, clients, and business associates. Ads are now superseded by personal networks. Rather than spend time placing "help wanted" ads on internet boards, today's recruiters look for a way to use these personal networks to the advantage of a company. In many ways, companies will start to treat their potential employees like potential customers. They'll know what they want from a company, what they like in a work environment, and the best ways to convince them to take a job. Companies looking for talent must be able to access large pools of potential candidates. Outsourcing this function to a staffing agency that exercises a collaborative environment when sourcing talent can help bridge the personalization gap. Their combination of technology and personal networks reduces hiring cycles and improves retention.
If you're looking for more information on what's coming next for the future of staffing, we have you covered. In addition to knowledge, we have a lot of insights to share in our Salary Guide offer. You'll be one step ahead of the competition when you want to hire the best.