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Recruitment technology

Recruiting in the IT Age

Clare Hopping

Recruiting in the IT Age

 

Matthew G/flickrThe pace of technological innovation today is startling. In an age when groundbreaking software developments occur on a daily basis, many companies are searching for ways to keep up with and capitalise on the potential advantages these technologies can provide.

No one knows this better than Jenny Domaille, a Group Resourcer at KCOM Group PLC. Domaille’s role involves working closely with recruitment managers across the entire company to better understand their needs, ensuring that KCOM sources only the most suitable candidates for their live openings. We spoke with Jenny to learn about the effect technology has had on the recruiting process.

Starting Off on the Right Foot

Domaille told us that one of KCOM’s biggest existing challenges was scheduling first-stage interviews.

“When you’ve got a high volume of candidates so early on in the process who all look quite strong on paper, it’s very hard to schedule either telephone interviews or face-to-face meetings with hiring managers. You’ve got to contend with the candidate’s availability, if they’re working, and [the] hiring manager’s availability as well, so obviously this can be rather difficult if you’re talking about 10-plus candidates at a time.”

Last March, recruiters at KCOM began using LaunchPad Recruits’ video interviewing software to help ease the burden of high-volume recruitment.

Domaille explains, “The beauty of LaunchPad is that it speeds up those initial stages of recruiting dramatically for us. We no longer have to whittle the candidates down further than necessary because of availability issues nor do we need to delay the recruiting process up to 10 days in order to schedule a 15-minute interview. ”

Video interviewing allows candidates to complete the interview on their own time and then hiring managers can review it on their own time, taking scheduling and availability issues out of the equation.

Online aptitude tests have also played a big part in making the recruiting process more efficient. Candidates receive the tests before undergoing the interview process to ensure that KCOM is selecting from a pool of only the most qualified applicants.

Getting Top Talent

Technology’s function isn’t only to make things easier for hiring managers. At KCOM, Domaille explains that they’re using social media as a means of promotion.

“From a brand awareness point of view, [social media] is something that we’re really encouraging. It’s not just about posting our jobs out there on a daily basis; it’s about promoting that KCOM is a good place to work.”

Concerning the IT skills gap, Domaille says that it’s important for recruiters to recognise the challenges associated with IT. When recruiting to fill roles in relatively new markets, such as cloud-based technology, it can be difficult to find potential candidates with relevant experience simply because there are a limited number of experienced specialists in the field.

Throughout the recruitment process, these circumstances require out-of-the-box thinking. As Domaille points out, “Where the technology is relatively new, you’ve got to be a little more patient. We can’t necessarily expect every single candidate to tick every single box. It will be more a case of translating the experience they have had into what we’re looking for moving forward.”

In order for companies to adapt and embrace new markets, recruiters must be able to effectively identify which candidates have both the proper knowledge and adaptability to forge ahead into uncharted territory.

Everybody Wins

Integrating technology into the recruitment process is a two-way street. Not only does it help recruiters handle the volume, but it also enhances the candidate’s experience. According to Domaille, even if a potential candidate is unsuccessful in securing the job, it’s incredibly important that he or she comes away having had as positive an experience as possible.

“Not only for them and to make them feel better,” she says, “but for word of mouth as well. When they talk to their friends or other people in their network, we want them to talk positively of the experience they had with us.”

Utilising every available tool is of the utmost importance for companies that want to stay afloat in a digital world. Cutting-edge technologies like the video interviewing software from LaunchPad can help modernise the recruitment process while simultaneously boosting the company’s image and desirability in the eyes of potential employees.

Let digital solutions like these take care of the minor details so you can get back to thinking about the bigger picture.

(Main image credit: Matthew G/flickr)

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.