How do you assess your recruitment process and its outcomes? There are hundreds of metrics you could use. No matter which ones you choose, the goal is always to improve on one or some of the following three dimensions:
- Quality: Finding the most suitable candidate for a certain role might sound straightforward. But what it actually means can vary significantly from one case to another. Technical skills, potential for development, personal networks or diversity may be important criteria, to name a few. All those criteria have an impact on how well candidates will perform on the job and how long they will stay with the hiring company.
- Costs: Time is money. This is especially true with recruiting. The time that the recruiting team and hiring managers spend on a role is often the key driver of the recruiting cost. Alternatively, agency fees may lead to increased costs-per-hire.
- Speed: The speed at which a company fills a position is also an important element in avoiding vacancies and increasing the flexibility to react to changing workforce requirements.
HRtech is booming
How can companies improve on the three dimensions described above? In the age of AI and analytics, there are many technology providers that promise to help clients achieve these objectives and successfully reinvent the recruitment process with the latest HR technology. The latest trends in technology include:
- AI for candidate screening
- Innovative online assessments
- Recruitment chatbots and interview scheduling
- Job ad writing and targeting tools
- Recruitment analytics
All of these tools promise organizations the means to hire the best-fitting candidates more quickly and/or at a lower cost. It all sounds very promising. However, it is important to keep one important factor in mind:
Don’t forget the human element
No matter how well those tools perform, without focusing on the human component – on both the candidate and recruiter side – HR technology will fail to deliver on its promise.
- Candidate experience: the majority of candidates still prefer a straightforward and user-friendly application process with quick feedback to address queries. However, some candidates can feel uncomfortable using technology they are not familiar with. In those cases, it might be advisable for hiring companies to provide alternative options, as long as a specific recruitment technology is not yet in place. Online video interviews are a good example of a digital recruiting approach that has gained popularity in recent years. It is crucial to inform candidates how the hiring company uses the recorded interviews as part of the recruitment process, and how data and privacy concerns are addressed. Candidates might wonder if the hiring company uses automated decision-making based on facial expressions and tone of voice. Make sure that candidates have easy access to the answers to those and other relevant questions. Finally, encourage all candidates, whether successful or not, to share feedback about using new recruitment technology.
- Recruiter experience: A recruiter or hiring manager should benefit from a seamless recruitment experience in which new technologies allow the human expert to spend more time on personal interaction with top candidates and decision-making tasks. HR has to be careful that new tools do not complicate the workflow because the recruiter or hiring manager has to jump from one system to another, or because of repeated manual data updates. Ideally, the solution should integrate with the existing Applicant Tracking System (ATS). This allows for automated data exchange and consistent real-time updates of underlying applicant information.
The recruiting process may vary significantly from one location to another, especially in multinational organizations. To reflect country-specific requirements, the customization of new HR software is key. The dialog with local recruitment teams is crucial to improve the user experience and facilitate the adaptation of new tools. The customization options have to be carefully considered, particularly during vendor evaluation, to avoid any shortcomings at a later stage.
If the user experience of both the candidate and recruiter is carefully considered, it is likely that the implementation of new recruitment technologies will provide tangible benefits to your organization. As each technology tackles a very specific challenge within the recruiting process, a first step will be to identify the most urgent pain points. A workshop based on design thinking principles with a cross-functional team of recruiters and hiring managers would be a good starting point to define focus areas and identify potential solutions.