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Looking back at old films and cartoons, they’d have us believe that by now we’d be driving to our jobs in flying cars or through teleportation tubes. We’d then arrive and put on our headsets and work on virtual reality screens whilst our robot assistants scuttle around. Now, unless your workplace is very different to mine, things haven’t quite advanced at the rates predicted. However, we’ve seen a growing influence of technology in the workplace and in the way we recruit – and this will only continue to grow.

 

TAKING IT ALL ONLINE

Do you remember filing cabinets? Now, I realise that these hulking great pieces of metal haven’t quite been entirely condemned to the scrapyards just yet. However, the chances are that if you need a particular document, you’re probably headed to some form of ‘cloud’ to find it.

There are now so many ways to store and collaborate on documents online and it’s the same for recruitment processes. Gone are the days where application reviews were done on paper and candidate review committees in person. Digital recruitment systems have revolutionised our processes and brought them all online. Stakeholders can now store, filter, review and score applications all on one platform.

Enabling this to all take place online allows for significant savings in time. This provides the opportunity for people to carry out these tasks in their own time, from their own desks.

There is also a growing trend of candidate services moving online. Online application forms have been fairly commonplace for a while now (although candidates still find the dreaded ‘downloadable form’ in some places). However, there are a number of other candidate services that are moving online. These range from systems that support online self-service interview booking, online assessment (saving candidates from attending an assessment centre in person) to online video interviews.

Moving forward, candidates will become increasingly accustomed to doing significant portions of the application and recruitment process online. The days of downloadable forms will become a thing of the past (we can only hope!). And those that can’t provide that online experience will find that they increasingly miss out on the best candidates.

 

TECHNOLOGY AND EVP

With the seismic shift in power into a candidate-driven market, organisations have been forced to change their approach to recruitment. With candidates holding the power, it’s now up to the employers to distinguish themselves from the competition.

Technology has played a significant role in this, as it provides the necessary tools and platforms to allow organisations to tell their stories effectively, and in new and exciting ways.

You can now engage candidates visiting your employer website for more information in any number of ways. Whether this is through a highly-functional and visually stimulating website, or engaging content that puts a voice and a face to the organisation.

Technology enables employers to stand out from competition and present a first-class brand through the medium that candidates consume information.

 

WHAT THE FUTURE HOLDS…

As topics such as diversity become increasingly prominent in the recruitment world, we’ll look to technology for the solutions. One of the challenges in recruiting a diverse workforce is the influence of unconscious bias. No matter how good intentions might be, bias can always creep in. This can consequently have a detrimental impact on recruiting a genuinely diverse workforce. A potential solution for this is the introduction of Artificial Intelligence, completely removing any human bias from the screening process.

For many of us, virtual reality (VR) will make us think of huge headsets at a science museum. Our experiences mostly involve heavily pixelated worlds or rollercoaster simulations. However, the world of virtual reality has made some huge advances in recent years and is gradually becoming prominent in various walks of life. The technology has previously been too pricey for wide-scale use; however, it has become significantly more accessible in recent years. Especially since the introduction of virtual reality experiences through mobile phones.

We expect to see increasing numbers of employers incorporating VR into their recruitment strategies. This might include virtual tours of workplaces (especially useful for candidates who might be looking to relocate), as well as immersive VR interview and assessment experiences.

Gamification is another rising trend that we expect to see increasingly incorporated into recruitment. Using game theory, mechanics and design, gamification offers a different way of engaging and assessing candidates. Gamification is able to stimulate candidates and encourage application completion. It also serves an organisation’s employer brand and helps to distinguish you from other employers who are all doing the same thing.

Whilst flying cars may still be the stuff of science-fiction, technology brings new and exciting developments into our lives every day. Whether it’s streamlining your processes, providing time-saving solutions or enhancing your candidate experience, make sure you’re harnessing the power of the machines!