In the dynamic development of production, the tendency to increase the demand for qualified labor comes to the fore because to obtain maximum profit, the best employees must work at the enterprise. Indeed, in recent years, employers have seen staff as the most valuable resource and the preferred investment direction. That is why the stage of professional selection of employees in the company is extremely important and responsible.
It is clear that poor-quality personnel selection, as a result, brings significant losses to the enterprise. At the same time, it is sometimes challenging to find a suitable specialist, so it is necessary to be able to creatively and effectively use all modern tools, techniques, and recruiting procedures.
An analysis of the existing methods of personnel recruitment and their effectiveness indicates that standard methods of recruitment, of course, work. Still, they take much more time and are less effective than modern methods used in modern digitization conditions.
Key trends in digital recruiting include the following:
- Use of artificial intelligence and robots;
- Automation of processes;
- Application of HR analytics;
- Alternative ways of attracting candidates;
- Use of social networks;
- Use of aggregation and uberization.
Read more about each direction below.
Use of Artificial Intelligence and Robots
It is obvious that, at the moment, this direction is the most promising for developing the recruiting market. In particular, recruiter robots began to be launched in test mode on world markets. And it is obvious that soon such robots will be able to replace the recruiter completely.
For example, robots can check applicants’ resumes for one or another vacancy. Therefore, it should be written as best as possible to meet all the norms. To get professional help in creating a resume, you can use the best resume writing services. A paper completed by experts has a clear structure and describes a person from the best side, so it usually attracts the attention of employers.
Robots can conduct interviews using video or audio communication. They conduct a conversation according to a clearly constructed algorithm, ask questions, write down answers, and recognize emotions during an interview. Sending messages, emails, and invitations are also among the available features.
Automation of Processes
The digital age opens up new opportunities in the field of recruiting. In particular, conducting audio and video interviews and using various tests remotely becomes possible. All this provides tremendous advantages to both the recruiter and the candidate. And, above all, it is worth talking about saving time. In addition, automation made it possible to find and attract candidates from all over the world to the company.
Application of HR Analytics
Built-in and cognitive analytics significantly reduce labor costs and recruiter time because reports can be downloaded in real-time, and the development of an analytical application makes it possible to implement HR analytics, taking into account a specific region and develop analytical forecasting models (Oracle, ADP, Saba, Skillsoft, Workday, Success factors, etc.).
Alternative Ways of Attracting Candidates
Ways of attracting candidates through free seminars, charity events, training, games (including those conducted online), thematic meetings, professional unions on the Internet, forums, and conferences are gaining relevance. Thanks to this approach, the process of communication and, in general, interaction with candidates becomes more personalized.
Use of Social Networks
Thanks to social networks, recruiting creates opportunities to find young, creative, modern specialists because it has been proven that 59% of young people look for work through public pages on social networks. This type of search gives more information about the candidate’s lifestyle, hobbies, preferences, etc. In addition, the so-called social recruiting saves money searching for candidates because creating a page on any social network is free. Today’s most common search networks are Instagram, LinkedIn, Tinder, etc.
Use of Aggregation and Uberization
Resume aggregators combine all candidates posted on job search sites and candidates with profiles on social networks into one database. Examples include Indeed.com, Go Recruit, and Amazing Hiring.
As for Uberization, it is an interaction between recruitment specialists and an employer based on the principle of the Uber model. That is, the employer publishes vacancies, and recruiters send their offers. Examples of such services are HeadHunter and Jungle Jobs.
Conclusion
Progress is a dynamic process. A technical revolution is gradually taking place in the world; new technical developments are emerging, affecting work in any field. In such a period, many methods of finding personnel are ineffective because they are outdated.
The use of digital opportunities is our present. And companies that want to stay on the market and develop should follow the main development trends and, if possible, implement the innovations of the digital world. In addition, using digital tools will allow recruiters to reach the market as quickly as possible and actively interact with candidates.
