A Compilation of Expert Views on Recruitment Innovation
There’s no doubting the importance of recruitment as a crucial process for the stability and continued growth of any organization. With the ever-increasing competition, the importance of the critical business function has taken a new turn. Nowadays, attracting the right talent has become harder and retaining them is another challenge in itself.
The situation has already gotten the attention of the top influencers in the recruitment space and the industry is seeing new and unique innovations aimed at solving various issues. This could make it challenging for businesses to acquire top talent, unless they embrace the new-age changes disrupting the recruitment industry and come up with innovative solutions. Innovative recruitment technologies and practices will enable recruiters to help organizations position their job vacancies at the top of the stack by standing out in a positive way. We wanted to explore further about the innovative and disruptive changes taking the recruitment industry by storm. Hence, we reached out to a few selected job board portals for their views on new-age recruitment and compiled some additional quotes from the web.
“The most innovative things we are seeing in recruitment is companies converting to technology that job seekers actually use. Instead of asking candidates to use resume and submit it using 1990’s internet logins and passwords companies are using the technology that millennials are comfortable with. Applying through Facebook or by text message is going to become the new normal as it is the methods that billions of people use to communicate. Screening candidates using simple mobile questionnaires, assessments, and video will not only reduce the cost per hire but also allow companies that manage data well to hire better employees through lean and continuous improvement of their processes.”
President, Red Seal Recruiting Solutions Ltd.
“The chronic shortage of reliable talent has forced aggregator sites, job boards and employers to become much more candidate friendly in their approach. We have witnessed innovation in technological solutions as well in recruiting processes and procedures. As for technological solutions, Indeed has extended more recruiting options, Google entered the recruiting space with their Job Widget and we, at ClassADrivers.com, have overhauled the site to embrace the change. As for processes and procedures, companies have become much more sophisticated in their handling of recruiting leads, by extensively deploying functionalities within their Application Tracking System and by segmenting the inbound leads by user need and assigning them to dedicated recruiters.”
“If you get your recruiters addicted to your CRM – great data, speedy and transparent processes – then things change! CRMFirst is a mantra at Barclay Jones. Not CRMOnly – other systems are crucial – LinkedIn, Job Boards etc… but the sales funnel needs a strong data set and CRM to drive it.
Marketers are not just for clicks, PDFS, PPTs, branded mugs and Broadband management. They are more than a “colouring-in department”. They need to innovate next year and generate clients, candidates and consultants, not just content.“
Founder and Director at Barclay Jones
“Take away managers’ power over employees
Learn from your best employees-and your worst
Hire only people who are smarter than you are, no matter how long it takes to find them
Pay unfairly (it’s more fair!)
Don’t trust your gut: Use data to predict and shape the future
Default to open-be transparent and welcome feedback
If you’re comfortable with the amount of freedom you’ve given your employees, you haven’t gone far enough.”
Former Senior Vice President of People Operations at Google, Inc
“While it might seem ironic, artificial intelligence and machine learning are well on the way to lending a helping hand when it comes to solving the problems of human capital management.
Recent estimates put the cost to find and hire a new employee at a quarter of a million dollars – a cost that can quickly become astronomical if that person turns out to be wrong for the role. With the ever increasing data available about candidates and employees, some innovative AI companies are taking on the challenge of helping improve talent acquisition efficiency and effectiveness.”
Founder and managing partner at Glasswing Ventures.
“Design thinking. It’s a mindset, a way to solve complex problems. It really helps you empathize with your client, your hiring manager, your candidate. It helps you come up with unexpected, imaginative solutions that really benefit the stakeholders you’re working with. I really believe that we’re going to see design thinking practices and tools, like candidate journey mapping, used in recruitment.”
Founder of Recruiting Social
While technology has a great role to play when it comes to innovations in any field, recruitment innovation is also about coming up with policies, practices and technologies that are more candidate-friendly and help the company in the long-term. This requires careful planning and implementation and it’s already high time to get on the new-age recruitment bandwagon. From the quotes we gathered from the thought leaders in this field, it’s clear that Big Data and AI are going to have a significant roles in recruitment in the coming years.
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