5 Intriguing Expert Opinions on the Future of Recruitment

Gone are the days where candidates would go through an endless list of vacancies across several companies. Today, the use of technology has helped talent acquisition professionals to streamline the entire process. Despite the boom in technological advancements, some areas in the recruitment process seem to be left behind. Finding the right candidate with the desired skill set is a tough act to follow through. Attracting their attention is difficult, particularly with a lot of information available online. The info must reach the right candidate via a series of filters and preferences or even previous recommendations. One such example would be any shopping site such as nykaa.com or even Amazon, which lists products similar to those purchased previously. Similarly, the hiring of potential candidates is possible if they feel valued. This is a chief aspect in developing a long-term, meaningful relationship with them.

Here are some Expert viewpoints on the prospects of recruitment –

Today, neither are all forms of technology entirely accessible – nor are we as recruiters are fully able to implement them. Yet, their potential as a tool in the recruitment process is boundless.

Blockchain can help ease recruitment –

Blockchain is a DLT, or what is known as distributed ledger technology. A peer to peer-based topology, blockchain permits the storage of data across the globe on thousands of servers. The use of blockchain is primarily to verify and validate crypto transactions. Apart from cryptocurrencies, the application of blockchain could also include verification or validation of other stored data. For instance, the use of blockchain technology in the hiring process could help recruiters validate the credentials of a potential candidate. Because it is a ledger technology, recruiters may also find the candidate’s past work experience. Candidates can upload their credential info onto the server using this technology without fear of data misuse. On several occasions, data stored online is accessible by third party job portals to scam candidates. For an employer or a recruiter, ledger technology offers better access to verified data. So the recruitment of talent is direct. Moreover, the recruiter need not use multiple channels to verify the data of an individual. One advantage blockchain offers its end users is the reduction in the expense of going through a middle man and the accessibility of streamlined data. Although today blockchain is a means of conducting cryptocurrency transactions, the ledger technology may soon find its way into the recruitment business.

Using Social media to find skilled candidates –

Highly skilled candidates are aware of their job requirements, and so the market is a candidate-driven one. To attract the attention of the right candidate, recruiters turn to various social media platforms. And today, social media has become a vital tool in the recruitment process. Social media can aid recruiters to effect influence on employer branding strategy. It is possible to sway the mind of the desired candidate by posting video-based job descriptions. Memes or online contests like hackathons are also popular on social media platforms. Getting with the current jargon eases the transition for attracting and acquiring talent.

The change in the human-AI relationship dynamics for recruitment –

Automation – including areas – such as nanotechnology, artificial intelligence, machine learning; has taken the world to a new level. Demonstrations of AI to conduct mundane chores is a bright prospect. The possibilities of the change in human-AI relationship dynamics hold promise. At the google exhibition Sundar Pichai, CEO of Alphabet, booked a salon appointment over the phone. The booking at the salon proved that AI could easily fit into the everyday routine of our lives. There could be an improvement in the hiring process with the use of AI. Like a smart assistant, AI could screen, shortlist, and conduct the first round of telephone interviews with candidates. The shortlisting process is complete before you can interact with the candidate at all.

AI can predict skill gaps in businesses –

AI primarily works well as a chatbot in multiple areas. Advanced machine learning forms the basis for AI. On feeding data into the machine, AI can automatically join the dots. The system can predict job gaps by sorting out data from professional networking platforms, government, and university databases. Along with predicting job gaps, AI can also forecast the skills required to perform said roles. So as a recruiter, your efforts to find the right candidate will improve with AI systems.

Chatbots could be the new HR intern –

A Chatbot is a tool that is powered by AI or artificial intelligence. Feeding algorithms into the system of a chatbot makes it easier for human interaction. A chatbot is capable of performing the entire screening process and conducting the first round of interviews. Recruiters could save a lot of time. Since they rule out all emotions, using a chatbot brings about gender parity, and the diversity pool is also higher. The questions asked by the chatbot are the same, so there is no bias, and the recruiter can get the candidate with the right skills.

In conclusion, accessibility to the right candidate is possible today with improvements in hiring technology. So even if the candidate is in another part of the world, a recruiter can connect with them using various strategies. The challenges previously present have become lesser, with technology bridging the gap between the talent and recruiter.