LaunchPad Founder Will Hamilton explores how the the latest in recruitment technology can transform the way we work.
If you’re an in-house recruiter, you’ll be familiar with the rollercoaster debate about how automation and machine learning are going to change our world. I believe technology is revolutionising the way we work. But, rather than a future workplace full of robots doing the jobs of great recruiters, great recruiters will be putting tech to work; using automation, AI and predictive analytics to make better hiring decisions.
Here at LaunchPad Recruits we’ve recently launched our latest report ‘The Changing Face of In-House Recruitment’, in which we asked in-house recruiters about how they perceive in-house recruitment now, and into the future.
There are clear aspirations to use automation and AI
Over the next three years:
- 72% of in-house recruiters want to implement advanced automation
- 30% would like to adopt gamification
- 28% want to use chatbots
- 25% would like to introduce artificial intelligence into the recruitment process
In my opinion there are three key areas where I believe we can make high-impact wins through using the latest recruitment technology:
1. Creating consumer-grade candidate engagement
In our research, no respondents rated their candidate experience as excellent. Although a large percentage believe they deliver a fairly good candidate experience, it’s still one of the top three challenges facing recruiters in the next three years.
Something I often see is a great careers website and recruitment marketing strategy, but once the candidate starts to engage with the company there is a big downshift in the experience – think outdated ATS, multiple drop-down menus and logins!
Consequently, the recruitment experience completely undermines the brand experience and companies lose up to 80% of applicants at this early stage. We’re in a consumer-driven world and if communication isn’t online, always available, slick and engaging, we go elsewhere. The same is true of recruitment.
The solution is to create a personalised journey, one in which online and offline communications work together to create a consumer-grade experience that is seamless, engaging and builds, rather than undermines, the brand.
As we discuss further in the report, technology and automation are making this possible. Technology is actually improving the candidate experience, it’s not just there to manage processes for recruiters.
2. Advanced reporting
Only 11% of respondents rated their reporting capability as advanced and 45% say it’s basic. In-house teams are struggling to provide the insight the business wants because it’s either hard to pick out from the numerous technology systems used or just not available. Respondents feel hampered by fragmented technology that isn’t joined up and does little to improve analytics, reporting or the recruitment experience.
If they were told they had 25% extra budget, 48% of recruiters would prioritise investment in tech.
New technologies are enabling recruitment teams to report as comprehensively as other key functions like marketing, finance and IT. Using machine learning, recruiters can move away from simple metrics like time and cost to hire (which we know are fraught with problems), and measure far more meaningful indicators:
- The profile of right-fit talent
- The most effective communication methods
- Reviewer behaviour (and bias)
Using our latest predictive technology some of our clients are now able to analyse data collected from previous hires with how they’ve performed in-role to predict who they should hire in the future. At this level, reporting becomes more exciting and of much more strategic value.
3. Show the value of the in-house team
64% of our respondents said their business doesn’t highly value the recruitment team, which is a disappointing reality. Recruiters told us they feel the pressure of carrying out transactional tasks such as filling vacancies, at short notice, and in large volumes. Plus, they suffer the consequences of tight budgets and limited investment all of which prevent them taking a more strategic role.
Respondents currently spend most of their time on candidate attraction but in an ideal world, 48% want to spend more time on recruitment strategy. I believe technology especially automation and machine learning tech, is key to making this move. It is central to freeing up recruiters’ time to build relationships with talent and internal stakeholders, and to constantly review and improve the recruitment journey and outcomes.
We provide actionable tips on all these points and more in our report, including success stories from strategic in-house teams at Avis Budget Group, Live Nation Entertainment, Ralph Lauran and Royal Bank of Scotland.
You can download a free copy of our report here: The Changing Face of In-House Recruitment.
It’s hard to keep up with futurologists’ predictions on how to use the latest HR technology. I hope our latest report will show you how you can use it, as Bill Boorman says, as a great opportunity. If you’d like to know more about how you can shape your organisations’ recruitment using tech, please contact me.