As a result of the rapidly expanding digital age, a new breed of software has been developed aimed at the recruitment industry. These automated systems and time-saving devices are the in-thing, but for how long? We give our view on whether the latest recruitment technology is worth the investment.
The list of technological gadgets and systems includes an automated CV program that saves recruiters having to read through hundreds of CVs, a 3D online simulation program, where job applicants face an employer with steely eyes who demands solutions to various problems, and a video-based interview product, which fires just three questions at candidates via an online webcam a system designed to make the hiring process quicker.
Time and Cost Savings
It seems that face-to-face interviews are only taking place at the very final stages of the recruitment process. Even with all the technology available, candidates will still have to have a one-on-one with prospective employers. Can you imagine a CEO being hired using only a simulation program?
Digital advancements in recruitment allow employers to build more rewarding relationships with job candidates. And social media will soon begin to play a critical role, through the creation of digital talent pools.
Communities of people who enter into a relationship with an employer brand are able to share specific content and resources, as they relate to job skills and expertise. And recruiters are targeting social networks as they jump into these digital pools.
Using Twitter, Facebook, LinkedIn and other media, social recruiting encourages employees to share job opportunities with their contacts. Social media is one avenue where companies could see a large global talent pool open up before them.
This means that job candidates will have to ensure that their online image is safe for work. No more silly pictures of party pranks and inebriation.
Recruitment Agencies Still Have a Large Role To Play
Recruitment agencies will be scratching their heads wondering what their role is in this brave new world of simulations and social networks. But all is not lost. Where jobs call for qualities that are complex and difficult to assess, technology will continue to have a very limited role.
Face-to-face non-verbal and physical communication and influencing skills still require skilled recruitment professionals, adept at spotting them, if they are to be identified and evaluated. So recruitment consultants won’t be disappearing any time soon.