6 Technologies That Will Change How We Hire

Technology is changing everything, from how we find jobs and accomplish tasks to how we hire. The technology landscape is revolutionizing the traditional job application process. Usual tasks like weeding through resumes, scheduling interviews and comparing applicants’ skills are well on their way to being accomplished by the touch of a button. Below are six ways that technology is changing the way we hire — beyond just quicker response times.

IMPROVED ONLINE SCREENING
New automation technology uses more targeted criteria to make predictions about a candidate’s match for the position. Sure, automated screening has been around for a while, but it’s about to get an upgrade. By analyzing skills and qualities that have led to stellar employees in the past, automated screening solutions signal employees that fit those characteristics. As a result, successful hires are easier to identify. By comparing your most effective employees with new hires, you can predict which candidate will most likely thrive in his or her new position.

In addition, smarter screening software can eliminate one of the biggest challenges recruiters face, unconscious bias. Even the best recruiters can fall victim to their own personal bias because of stereotypes and personal connections. New recruitment technology will allow recruiters to remove information such as gender, race, alma mater and more from candidates’ profiles so that it is easier to compare candidates without bias. This evens the playing field and ensures that candidates are being judged solely on their professional merits and experience.

HONEST INTERVIEWING
More companies are beginning to incorporate web-based interview tools in place of traditional phone interviews. These web-based meeting tools offer a way to analyze the non-verbal aspects of a candidate in their interview performance. Speech patterns, body language and facial expressions can be valuable insights into a candidate’s personality and style.

Further, emotional recognition can also help recruiters gauge the honesty of a candidate's responses. This can help diminish those too good to be true scripted responses. Additionally, these tools provide HR managers a fuller picture than a resume. With these interactive tools, employers get to know their candidates through a more authentic lens.

CANDIDATE BROWSING BEHAVIOR
Employers can use software to track candidates’ browsing behavior, which also provides insight into how user friendly their company’s website is. This, in turn, may lead to more candidate conversions. By using software to track browsing behavior, you can gather tangible insights into how your website is performing. According to a recent study done by Recruiter, adding a “See Open Positions” tab can be useful when getting candidates’ attention before they have to scroll too much. This tab should use a form to collect candidate data. While this may seem behind the times, it’s a simple and effective way to gather a solid talent pool that is simple to implement.

PREDICTIVE ANALYTICS
Access to digital information and big data isn't only changing the way organizations see their customers, but also potential hires. As data becomes more accessible, HR teams should be ready to use this information in the hiring process. By making decisions supported by information research, companies of all sizes will thrive. According to a recent study conducted by the MIT Sloan School of Management, companies that are mostly data driven maintain a 4% higher productivity rate than less data driven companies, with 6% higher profits.

What is predictive analytics? Predictive analytics is a technology backed by machine learning that allows organizations to use their own data partnered with third-party sources. This brings all information to the table during the decision-making process. Data analysis can be used to find patterns and predict future performance, anticipating talent acquisition and job-response optimization.

REMOTE EMPLOYEES
With the global reach of the world wide web, it’s not uncommon for employers to find the perfect candidate that may be cities, states or even countries away. Remote employees are becoming more common. This isn't only great for companies, but for candidates that believe that their talent isn't suited for their current geographic location. With something as simple as a WiFi connection, you can search and hire for jobs all over.

REVIEWS
According to a recent report on technology trends in hiring, 92% of working Americans turn to employer reviews when considering a new job. Plus, 1 in 3 Americans – and 47% of millennials – have declined a job offer due to poor reviews. With employer review tools like Glassdoor and LinkedIn, candidates are able to see behind the walls of their potential employer. In the digital age, it’s much easier to get some background on what the office culture is really like. With some online research, potential candidates can find information about salary, prepare for job specific questions and determine an impression of the company before they even walk into the door.

These are just a few things to note when evaluating how technology is revolutionizing the job hiring process. In such a competitive market, something as simple as a website redesign or a positive past employee review can aid your company’s hiring process. It is crucial that companies stay up to date and competitive, utilizing the best methods for researching, evaluating and hiring new employees. Hiring the right candidate is one of the most value-adding functions HR can perform. Invest in the most advanced recruiting software and, in turn, you will be gifted highly skilled candidates.