Programmatic job advertising isn’t meant to take over your hiring—it's meant to take the busywork…
From virtual learning, to entertainment, to the business meeting, technology enabled many aspects of life to continue during stay-at-home orders—albeit in a vastly new way. The pandemic has demonstrated that people can adjust quickly and monumentally to change the way we do things on a daily basis. Companies that had already invested in technology solutions were able to more easily facilitate a massive shift toward telework, to keep operations going and have workers access digital HR solutions. Other companies have had to adjust on the fly, but have settled into a new rhythm now that month three is upon us. And now big tech companies like Facebook have decided to implement remote work on a more permanent basis. Now that we have started to find surer footing in this new work world, companies are keeping these new technologies that have proven their worth as they begin to rebuild and recruit with an eye toward the future.
More People Using Tech = More Data
Let’s begin with the side-effect of technology: data collection. The more a company uses technology, the more data it has to collect—and HR has a lot of possible data points, from candidate data, to workforce data, to hiring metrics. The more data you have, the more strategic you can be in improving the efficiency of the hiring process. As companies shifted to telework they tried to keep things running smoothly by replacing in-person interactions with virtual alternatives, and these tech solutions enabled more data collection. When you collect data on each aspect of the hiring process, you are better able to troubleshoot inefficient processes and really deep-dive into metrics that can improve your hiring. Most technologies in your tech stack will offer metrics or ways to measure effectiveness. Thus, the data has a rolling effect and can improve a single process—but can also point the way to how to improve things more.
Automated Systems Have Not Slowed Down
Automated processes have been able to keep things running smoothly, even as many in the industry had to adjust to a new workforce reality. In a time of great disruption, automated processes have proven their worth. When you combine data with tech that incorporates machine learning, you can turbo-charge efficiency. For recruiting, the area where this is most notable is in programmatic job ad platforms, which optimize the efficiency of your job ad spend through targeted advertising that combines data and machine-learning to ensure a job ad performs optimally. This initial step in the hiring process has a domino effect because recruiters collect better quality candidates more quickly, setting up the hiring process for success. So even if referrals are down or job fairs get cancelled, this tech offers an efficient way to source quality candidates.
Another piece of AI tech that has proven its worth are chatbots, which have continued to engage prospective candidates in virtual conversation using natural language processing. They can even schedule virtual interviews. This tech is a time-saver that also improves candidate engagement.
Everyone Can Interview And Job Hunt Without A Commute
Perhaps the most obvious tech that was added as a necessity during the pandemic has facilitated remote hiring via video interviewing technology. The remote interview offers companies the ability to reach more candidates—and not simply rule out top-tier prospects because they live across the country.
We have also seen the rise of the virtual career fair, where talent and recruiters can connect in a chat room. The advantages and convenience offered by the virtual connection has recruiters rethinking the career fair permanently. Cross-country travel and handshakes in a crowded room are a clear problem during a pandemic, and they also come with drawbacks like travel costs or crowded lines. The virtual career booth offers recruiters the opportunity to create a one-stop shop location, with employee reviews and company videos, as they connect with prospective candidates. Because recruits on a college campus must be well-versed in technology, the virtual career fair offers a more convenient way for one-on-one time with a recruiter and makes the process vastly more convenient for recruiters to connect virtually.
Whether it’s onboarding, accessing payroll, interviewing, or sourcing, as companies have engaged new tech solutions in the trial-by-fire of the pandemic, many have found the improvements from HR tech worth keeping and adding to their tech stack. Find the systems that work best for you and your team, as you adjust to the new normal of present-day and the work world to come.