Recruiting has changed drastically over the past several years. New technology has made sure of this, and it is now possible to take advantage of these recruiting technologies in order to simplify the process of finding the best employees around the world. International recruiting has become a focus of many top companies, and across a variety of growing industries.
Understanding the development of the new technologies is critical for overall success.
Video Interviewing
Video interviews have been gaining in popularity, particularly as it pertains to international recruiting. It’s often difficult to interview a candidate because of different schedules. When a candidate is located in a different country, it becomes even more complicated. Many companies don’t want to spend the money involved in flying a candidate in simply to have an interview.
Video technology has made it possible for two individuals to be face-to-face across computer screens. The employer will do the questioning while the candidate will supply all of the answers. In some instances, apps are used in order to supply a candidate with all of the questions and they are to record their answers. The employer is not present, and will simply view all of the recorded videos at a later time.
This technology is constantly evolving as employers figure out what they need to obtain from candidates. Videos provide a good indication of how a candidate reacts and performs, making it just as good as a face-to-face interview.
Mobile Apps
A variety of mobile apps are being used within recruiting technologies as well. These include providing information about open positions, making it possible for candidates to apply through mobile app, and even answer various prequalifying questions.
Recruiters are using mobile apps that are specific to one industry. This helps to increase the overall inbound responses as people will use a mobile app in order to find jobs within the industry of their choice, such as hospitality, medical, or information technology.
Data-Based Decision Making
More and more employers are providing a list of 10 to 100 questions for applicants to answer upon submitting a resume. These help to provide information about behavior, intelligence about a specific topic, such as math, cash handling, and customer service. All of this information is then analyzed by the computer in order to provide data-based decision-making.
The benefit to using this artificial intelligence approach is that employers will have more information available about each applicant. They can determine whether they are going to perform well within the scope of the job based upon their answers. This can make it easier to have higher quality employees in key positions and minimize the transition time. It can reduce the amount of training needed and reduce turnover throughout the year as well.
Constant Changes
There are constantly changes taking place across recruiting technologies. The new recruiting model focuses on recruiters becoming marketers, focusing on why people should come and work for a specific brand. Many companies have also made the shift from outbound to inbound. Rather than companies going out in seeking employees, they look to have candidates seek them out, going right to websites in order to submit a resume or fill out an application for a specific company.
Being aware of all of the different recruiting technologies makes it easier to stay on top of your game. You want to make sure that you are utilizing the best technology as a way of not only recruiting new candidates, but also being able to interview them and offer them jobs, regardless of where they may be located at the moment.
It’s critical for every employer to have the best employees in position, and using the latest recruiting technologies can help get higher-quality candidates and simplify the interviewing process.
