Recruiting and Talent Management with the Best Tech

When it comes to contingent talent management, technology is often the third leg of the stool. Technology can be integrating into programs in many different ways, but, almost always, it plays a significant role. But technology must be accompanied by a strong process and meaningful human interaction.

Shortly put, technology, the very thing we often consider as a connection, can be the source of the disconnect in relationships. A lack of understanding of and integration of technology into the recruiting process can lead to a round of ‘blame-game’. This leads to a lack of efficiency for all parties involved: client, provider, and candidate.

Interviewing Enhanced by Technology

Video interviewing, for example, helps streamline the interview process and reduce overall hiring time. 

One-way, on-demand interviews can replace inefficient phone interviews as a method to conduct preliminary interviews, saving time for recruiters. A video interview involves an applicant watching pre-recorded questions and then recording and submitting their answers to the recruiter.

We are not just talking about switching to your favourite cloud-based video application. During a one-way interview as well as a two-way interview, a dedicated video interview recruiting software should be used that has features. Such as scheduling automation, output sharing, and scalability. Which ensures the recruitment process can be streamline.

Application tracking system for screening resumes

A resume database is often used to determine whether an applicant meets the necessary requirements and is eligible for a job opening. A resume database is crucial as it stores and organizes applicant resumes for every job opening, including salary expectations, educational requirements, keywords, etc.

Companies can track all of the important information about candidates from the applicant tracking system. Organizations should be able to set up an interview with template emails, schedule interviews with dates and times. According to those emails, and send automated emails to candidates who applied but were not selected.

Better recruiting practices result from more data:

There has always been a challenge in identifying the recruiting methods that produce the best results. With recruiting technology, you can gather data to optimize your recruiting efforts. The company BountyJobs, for example, enables employers to compare their recruiting practices to industry standards by partnering with employment agencies.

Streamlining job descriptions, changing up interview processes, and adjusting compensation and benefits packages are all possible with real-time data. Any recruitment technology you use, from internal websites to mobile applications and social recruiting sites, should have a data and analysis feature.

Candidates can be met where they are using technology

Recruiters must meet applicants on their terms and expectations to improve the candidate experience. By eliminating common barriers to developing a positive working relationship with candidates, technology helps us keep satisfaction high.

As an example, we are moving to offer candidates omnichannel communication options. For example, texting, emailing, or perhaps sending a direct message.

A multichannel recruitment strategy reduces the time between when a candidate receives and responds to a message. That time frame can be measured as a KPI. Keeping an eye on which channels offer direct access to candidates is also wise.

This company should be well establish and have an excellent track record

It is both difficult and expensive to switch to another system at this point. You might have to make a move, however, sometimes.

You should know how their product development has gone, as well as the talent management system they use. When you invest in a product, you want to be confident that a developer is working on new features and updates in the future.

Consequently, keeping an eye on the product roadmap can be helpful to see what to expect from the developers. If your talent management system isn’t updated, you won’t be forced to switch systems later. A free trial is a good idea before committing to a risky and expensive contract schedule demo ats now. 

Even if this is rare, it is possible for the company to simply run out of funding – especially if it is a start-up. Making sure the people behind your talent management system have a solid financial plan shouldn’t be your primary concern.

Managing with transparency and accountability

The managers at high-performing technology companies are often visible and willing to engage their employees directly. As well as acting swiftly and decisively, they hold themselves accountable for results.

Talented employees will prefer to work for a firm where their work has a real impact. People are more likely to leave a company they feel is unaccountable and intransigent if they feel the leadership is intransigent.

Technology trends in talent management

Everyone has access to information technology. The commoditization of talent management has made it possible for even the smallest organizations to procure advanced tools and software at an affordable cost. Depending on their readiness and needs, organizations can adopt the technology platform in multiple ways.

Most talent management applications already include global best practices, social and analytical features, collaborative functions, and tools that integrate with third parties. The advancements have enabled CHROs to be proactive within their organizations.

It is a highly competitive market for talent management. Many talent management system providers, such as Oracle Cloud, SAP Success Factors, Cornerstone, Workday, etc.

Engagement of employees and employee experience

Research has consistently shown that companies with higher employee engagement scores perform better than their competitors. Organizations can benchmark employee engagement scores (such as Gallup) to identify areas of improvement.

To keep employees motivated and healthy in a virtual environment, CIOs should adopt more intuitive and empathetic leadership styles.

Collect and assess employee feedback through pulse surveys.