Candidate Behaviour is Changing - How Can Recruiters Keep Up?
Now more than ever, candidates are searching and applying for jobs in innovative ways. Only a few years ago, concepts such as virtual interviews and remote working were foreign to many organisations.
Fast forward to the present and recruitment technology trends have entirely transformed the hiring landscape, a shift that was further catalysed by the global pandemic. COVID-19 has irrefutably changed the way organisations do business, which also encompasses the way new talent is scouted and acquired.
Before candidates even think about applying, 82% look at an organisation’s website and 45% look at social media channels to get a better understanding of the company. In the digital age, your web presence speaks volumes about your company and its culture, so refusing to invest in this could cost you skilled candidates.
Technology has made many aspects of our lives effortless and easy, which explains why candidates value these qualities in the application process. A hiring method that is long winded could be jeopardizing your efforts, as around half of all respondents admitted they would give up on an application form if it was too long (44%) or too complicated (53%). Candidate behaviours are indeed changing and it’s up to recruiters to adapt and keep up with new expectations.
Recruitment after COVID
Thousands of jobs were lost as a result of the health crisis, however, it also prompted many companies to rethink their way of doing business and adapt to the circumstances at hand.
Physical proximity is no longer a primary necessity in the workforce, and this has affected everything from talent acquisition to recruitment technology trends, and even day-to-day work. Previously, the first round of job interviews was conducted in person. Now, companies practically screen and manage all applications virtually.
Virtual recruitment has levelled the playing field by facilitating the application process for individuals, no matter where they are located. Nowadays, candidates don’t need to invest in transport or accommodation to get to their interview, all they need is a computer and a reliable connection to the internet.
Although the shift towards digital transformation in the candidate acquisition sector was already in flux, the global health pandemic simply accelerated the process by tenfold. Any agencies that refuse to embrace recruitment technology are ultimately putting themselves at a disadvantage, as keeping up with candidate behaviour is pivotal for the survival of the recruitment sector.
How can technology help recruitment?
Recruitment technology can help create a more streamlined and efficient process, which in turn increases candidate application, engagement, and conversion rates. By reducing the costs and times associated with the talent acquisition processes, you create a more cost-effective business model whilst helping your candidates remain committed to their application.
Modern-day candidates don’t want to deal with paperwork, transport, or long waiting times just to apply for a single job. They value efficiency, speed, and accessibility – three characteristics that recruitment technology can improve upon. By providing a seamless experience for candidates you can attract better talent and place more applicants, all whilst reducing important metrics such as the costs to hire.
For many individuals that use recruitment agencies to seek employment, building a rapport with a recruiter is essential. Recruitment technology can help find the right candidates for the job, but it can also help recruiters improve their communication, understand the type of role candidates are looking for, and gather vital feedback.
Ultimately, using recruitment technology helps agencies keep up with the fluctuating demands and behaviours of candidates. If the way we consume and exchange information has changed, the way we recruit candidates should also follow suit.
The rise of RecTech
To adapt to the current hiring landscape, agencies have placed a heavy emphasis on recruitment technology, also known as RecTech. Using recruitment technology to optimise your candidate acquisition process can help you gain a competitive advantage in the sector.
RecTech can help improve various stages of the talent acquisition process from job advertising to interviewing, and even application tracking. Let’s take a look at some of the most popular recruiting trends today…
Automation and AI
Artificial Intelligence (AI) can help automate processes that were typically conducted by humans, such as assessing educational qualifications or diagnosing health issues. This is especially helpful because machine learning can be hyper-productive whilst exerting minimal energy.
Using analytics to monitor candidate acquisition processes helps reduce costs. Recruiters can use data-driven insights to identify which areas of their hiring processes require fine-tuning and then streamline the procedure with the correct adjustments.
Recruitment marketing automation
Artificial intelligence can also help automate talent acquisition by analysing the characteristics and scope of any given target audience. AI can then identify the best web channels and optimum advertising budgets for the position, which helps improve the time to hire and reduce the cost to hire.
Chatbots can act as a first point of greeting for candidates. These intelligent assistants can deliver seamless user experiences by guiding talent towards suitable job profiles and updating them on their application process. This type of recruitment technology can increase engagement as well as boost candidate completion and conversion rates.
One of the largest recruiting trends so far has been the switch towards virtual interviews. Modern-day candidates expect speed and efficiency, two factors that video interviewing provides. Video interviews speed up the talent acquisition process and improve accessibility by removing the dimension of physical proximity.
All recruiters should place a heavy emphasis on mobile recruitment, which incurs making all websites and resources mobile-friendly. You can also use SMS marketing to remind candidates about upcoming interviews or simply update them on the status of their applications.
Overall, the pandemic has taught us the importance of adaptation. No matter what sector you find yourself in, it’s important to adapt to the circumstances at hand. The recruitment industry was already heading towards automation and digital transformation, however, the pandemic further accelerated this journey.
We are now faced with a phase of global recovery. Companies and agencies, of all sizes, are yearning to recover the time they lost, and this involves streamlining and optimising all business procedures. Recruitment technology can help find, manage, and place candidates all whilst keeping costs low and clients happy.