Fuelled by digital transformation and the evolution of skills requirements in the modern workplace, the fear of failing to attract and retain top talent has grown to become a primary concern for corporate CEOs across the U.S.
Eager to plug the skills gap and prepare for a brave new world, employers are dipping their toes into technological innovation to source and secure the right candidates for their business. With new trends, tools and techniques boasting to speed up, simplify and streamline the hiring process, you would be forgiven for assuming the role of the recruiter was gradually being phased out in favour of futuristic or “smart” technology.
However, while automation may pose a threat to number of professions, it isn’t the silver bullet solution to a talent acquisition challenge. Rather than relying on AI, automation or even the fintech wonder of blockchain to supercharge the staffing process, recruiters must innovate the candidate experience before they integrate technology.
Candidate experience – the first, second and third consideration for recruiters
According to a recent report from Glassdoor on recruiting and HR trends in 2017, organizations that invest in a strong candidate experience improve their quality of hires by 70%. Figures from Careerbuilder further support this theory, with nearly four in five candidates (78% of respondents) stating the overall candidate experience they receive to be indicative of how a company values its people.
In an age of digital talent wars, the quality of the candidate experience reflects directly on your employer brand and reputation: forget to let a hopeful interviewee down gently and you could find yourself with an un-deletable negative review on a digital stage for all to see.
To gain a competitive edge, HR managers must transform the recruitment process into an empowering learning experience, ensuring all candidates have an equal chance in proving their value. Taking advantage of each touch-point to promote the core values of the company and understand the needs of your candidates will further aid in strengthening your reputation as an employer of choice.
Naturally, constructive feedback for those who were unsuccessful will be expected – however, requesting feedback from your new hire regarding their candidate experience will allow you to identify areas for improvement.
Brand management – get it wrong at your peril
While staffing in its very essence has always relied on the human touch, there is no doubt that technology has a role in the future of recruitment. As with many professions, staffing will benefit from enhanced data and the simplification of certain tedious and administrative processes. However, the unique human ability to assess candidates’ personalities and aspirations against company culture will always be irreplaceable.
The ideal candidate cannot be selected by simply running a resume through a system to match skills with skills gaps: this requires the careful consideration of the recruiter. Even if the recruiter is successful in sourcing the dream candidate for a position, technology can’t convince a candidate of why they should accept an offer: this relies on the employer’s reputation and the image they present during the recruitment process.
Instead of seeking a quick-fix solution, business leaders and HR professionals would be wise to look to their brand before they invest in technology.