Recruitment in the Digital Age

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Recruitment in the Digital Age

Introduction

Technology is fast transforming the world as we know it, including the way we conduct business. A decade ago, no one would have thought that it was possible for a car to drive itself or order groceries online. Human resource is one the business sectors that has been tremendously influenced by the ever-revolutionizing nature of technology. Gone are the days of dropping resumes in lobbies and calling employers to ensure about an opening listed in the newspaper. Companies have changed their recruiting process with majority using technology systems to hire employees. This text discusses technologies employed by various organizations to recruit candidates.

Chatbots

Chatbots are becoming an increasingly common tool for employers to reach employers. Chatbots can be employed at all steps of the hiring process however they tend to be most useful at the beginning. Chatbots are used to answer any prospective questions that candidates may have. They are also useful in the application process itself to enquire about candidates experience in previous roles. Chatbots are used to carry out candidate screening, and guide them towards profile that suit them best. They also keep candidates updated about the status of their applications. The PhenomPeople’s Phenom Bot, for instance, asks poses questions to the potential candidates which saves the recruiter time (Aleedy, Shaiba, & Bezbradica, 2019). The bot also provides successful candidates a chance to schedule interviews. Chatbots also makes scheduling solutions easier as they get embedded on company websites and job boards. This makes it easier for potential candidates to connect with employers. Once candidates pass all filtering questions, they generate and use scheduling links. Unlike human recruiters, chatbots are available to chat with recruiters 24/7. This means that they can filter candidates and answer their questions much faster which significantly reduces hiring time and filling cost by up to 50%. Examples of organizations that use chatbots to recruit candidates include Yodel, Zappos, and Dierbergs. Their Talent Acquisition teams use these teams attract talented candidates. The overall impact of chatbots is that it gives recruiters time to focus on other valuable work providing candidates with an improved experience.

Blockchain Technology in Hiring

Blockchain is also another technology that organizations are using in recruitment. While its use is yet to become mainstream numerous experts and companies are highlighting the potential it has in transforming the recruitment process. It will not be long until it becomes a standard HR recruitment stack. Blockchain can be employed to retrieve verifiable data about the candidate while at the same time observing privacy regulations and keeping it anonymous. Having data that can be verified is important as talent acquisition departments tend to deal with key information such as educational institutions, background checks, salary history and more. Accurate candidate information is significant in making a decision to hire candidates or not. Chasing down and transmitting documentation securely forms a big part of the recruiter’s workload which blockchain HR technology can streamline (Yi, Yung, Fong, & Tripathi, 2020). With this technology, companies are now moving away from traditional way of hiring third parties to carry out background checks and very candidate information. Examples of companies that are using blockchain technologies in human resource management include IBM and Microsoft and is making the hiring process seamless.

Conclusion

In closing, the hiring process has transformed significantly because of technology in the current digital age. Technologies such as chatbots and blockchain are first revolutionizing the hiring process. Most companies have began embracing technology and incorporating it in its human resource practices. These technologies are making the hiring process easier and less costly for recruiters that spend a lot of time decision the best candidate for the position. This gives recruiters a chance to concentrate on numerous tasks at once. Moving forward, it is imperative for companies to take up technology and incorporate it in hiring as it makes work easier and the process seamless.

Works Cited

Aleedy, M., Shaiba, H., & Bezbradica, M. (2019). Generating and Analyzing Chatbot Responses using Natural Language Processing. International Journal of Advanced Computer Science and Applications, 10(9). https://doi.org/10.14569/ijacsa.2019.0100910Yi, C. S. S., Yung, E., Fong, C., & Tripathi, S. (2020). Benefits and Use of Blockchain Technology to Human Resources Management: A Critical Review. International Journal of Human Resource Studies, 10(2), 131. https://doi.org/10.5296/ijhrs.v10i2.16932