Tech that Speeds the Application Process

Leveraging technology to boost recruitment success is not new, but with the advent of AI and more, recruiters, job boards and professional media sites are coming up with creative ways to tip the scales in favor of business. Text recruitment is on the rise, as is using video to interview and source candidates. LinkedIn recently added the ability to post short videos on a company’s business page. An opportunity to outline company culture, highlight a specific position or groups of them, or provide a virtual tour could be significant to increase talent streams.

Before the hunt begins

In a new partnership with LinkedIn, Hays, one of the UK’s biggest recruitment firms, is leveraging tech to recruit candidates before they even begin their job search. LinkedIn is providing the company limited access to its database of almost 5 ½ million users. Their AI will search for members who have recently uploaded a new skill or even a new profile. It’s common for a member to upgrade their profile pre-job hunt, so the opportunity to source these candidates could give Hays the edge over the competition.

AI taking on more tasks

The use of chatbots is also on the rise, particularly for companies that have to hire en  masse. These robots proffer a list of questions to potential candidates: can you work evenings? Are you licensed to use a forklift? At each response, the candidate is either pushed forward in the process or politely declined. For large-scale hiring, bots can funnel only the qualified to HR, greatly reducing the number of recruiters needed and the eliminating the mundane questions recruiters repeat over and over.

Some video screening technology even assesses a candidate’s mannerisms and responses, checking for terms, postures and gestures that are found in a company’s top performers.

Blockchain: new on the block

Blockchain is emerging tech that could help companies prescreen as well. Using chains to access potential employee data, business could verify credentialing long before a recruiter even looks at a candidate’s application. Blockchain holds a lot of promise, but, as with all new tech, a lot of bugs will have to be ironed out. Whether or not the “trusted third party” being eliminated from the process will speed up verification or offer the potential for hackers to corrupt data will need to be assured before it goes mainstream.

Using technology to create an applicant pool and/or thin one out is moving the hiring process forward more quickly than ever before. Artificial intelligence holds the promise to do even more, as companies imagine what they can do with the tech at hand, and imagine even more capabilities in the future.

Quality – not quantity

But more feet in the door doesn’t necessarily equate to more workers behind desks. When it comes to tech hiring, assessing gestures and credentials might not be enough. Thinning the applicant stream to only the highest quality candidates requires pre-testing. Making sure they are who they say they are and can do what they say they can do is easy if you use Rankdone. Rankdone lets you screen candidates with tests created by subject matter experts in an almost endless variety of disciplines. Can’t find the test you need? Rankdone lets you create your own. The candidates that make it through Rankdone pre-testing are verifiably qualified to do the work. That’s leveraging tech to your advantage. Find out how Rankdone can help your company today.

 

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