How is technology transforming the talent acquisition process?

  Jul 24, 2021

Companies on a global scale have turned to technology and stabilised their processing across different vertices to secure a work environment that’s future-ready. When it comes to hiring, it’s no different. Digitisation has transformed the long and laborious recruitment process into a simplified procedure that is also economically viable. It’s the optimal way to speed things up and fuel the recruitment procedure to its highest degree of efficiency.

By the middle of 2020, the digital transformation of the recruitment process emerged as critical to overcome the then present and developing obstacles while obtaining optimal results, far from being a band-aid solution to a worldwide upheaval. Recruitment technology has advanced to the point that it can free up one’s time in manifold ways. Artificial intelligence (AI) and automation are examples of technological solutions that improve operational efficiency, product quality, and client retention. When we apply this to hiring, all of these assets equate to faster hiring procedures, happier prospects and workers, and a polished employer brand.

Incorporating technology into the realm of human resources

Not only is technological integration enabling HR managers and recruiters to overcome geographical barriers by hiring top talent from around the world, but it is also enabling them to speed up the onboarding process, reduce turnaround time, and maximise the assessment and evaluation process cost-effectively and efficiently. Companies may now access a broader, diversified, and highly-skilled talent pool to identify individuals who are the right fit for the job and the work culture thanks to industry-specific platforms. In addition, positioning applicants on their range of abilities and industry experience makes it simpler for employers to recognise and shortlist top professionals.

Cognitive assessments
Technology-based assessments can be easily customised to meet an organisation’s people needs such as hiring, employee retention, promotions, and skill development. This aids the organisation in eliminating prejudices, lowering expenses, eliminating human error, and, most importantly, evaluating large numbers of candidates in a short amount of time, enhancing the quality of recruits. Cognitive evaluations examine a candidate’s capacity to learn quickly, solve difficult issues, comprehend new concepts, and meet deadlines. Complex professions may necessitate more independent decision-making and problem-solving ability, which will necessitate cognitive prowess. The tools assist the organisation in assessing critical qualities of a possible hire, such as logical reasoning and decision-making abilities. Companies can use cognitive assessments to predict employee success in knowledge-based or vocational roles in a multitude of sectors. Cognitive evaluation techniques have been proven to have higher predictive validity than traditional selection procedures in studies.

Behavioural assessments
It is vital to select someone who understands and aligns with the organisation’s business objectives. The traditional method makes it difficult to appropriately judge a candidate’s behaviour. A behavioural evaluation can assist us in figurign out how a person approaches their work and achieves their goals. This technique of evaluation can be used alone or in conjunction with other assessments such as aptitude and personality tests. Failure to assess candidates’ behavioural features can add to a company’s attrition rate. Scientific evaluations can aid employers in better understanding the temperament of new hires. The candidate’s chances of being hired or not are determined by their high dependability and validity score. More businesses will concentrate on how to maximise their staff, and individuals will be expected to correct skill gaps based on assessment results. Corporate assessments are being used in a variety of industries to ensure that the employment process is fair and efficient.

What does research suggest?
According to recent research, 76 percent of firms with more than 100 employees use assessment tools like aptitude and personality tests to hire externally. Over the following four years, that percentage is predicted to rise to 88 per cent. The more senior the position, the more likely the business will use evaluations to find individuals who meet the requirements. Data is the top trend impacting hiring procedure according to 50% of experienced hiring professionals, including HR people, hiring managers, and talent acquisition specialists. Also, the talent management tool market is expected to develop at a rate of 13% per year. Future software is expected to include more mobile applications, giving employees a more flexible work environment.

A win-win situation for recruiters and employees
Job seekers can gain new skills while simultaneously benefiting from a more streamlined hiring process thanks to technology. By relying just on physical documents and credentials, it is difficult to effectively assess a prospective employee’s skill level. Personality, commitment, ambition, aptitude, and efficiency are all qualities that cannot be measured by words on a screen or paper.

Companies, on the other hand, can examine individuals’ talents and competencies like never before, thanks to current technologies.

Along with great strategies and methods of recruitment, assessments for hiring the right candidates which are accessible online, user-friendly and secure ensure empowerment to the company on a whole.

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