We all know the recruitment industry is moving fast. The industry has gone from fax machines and newspaper adverts to recruitment marketing and machine learning in what seems to be just a blink of an eye. In this new world of smart recruitment, agencies that want to succeed in 2019 need to re-focus their game plan and integrate the best tools available to deliver the best candidate and client experience possible.
But which technological innovations are passing fads and which ones are here to stay? As a leader of your recruitment marketing, and technology strategy where should you invest your resources to make changes that can actually better your business and stay ahead of the competition? In a recent study, Bullhorn asked over 1400 recruitment professionals to name the next big technological innovation in the industry.
From that report, I have a breakdown of some of the most common replies. Here’s what the study asked:
- What technology or tool has the highest potential to improve and innovate the recruitment industry?
Most recruitment professionals agree that recruitment automation presents an exciting opportunity, but agencies have a long way to go before automation is fully ingrained in their day to day operations.
Today more than a third (35 percent) of agencies don’t automate during the recruitment process. Things like sales prospecting, client engagement, and account management are still largely manual and inefficient activities. Only about 60 percent of agencies automate candidate attraction, selection, screening, or nurturing.
In 2019 smart recruitment agencies will embrace automation and will begin to positively impact the bottom line and increase competitive advantage over agencies who fall to adopt better recruitment technology.
What’s the biggest value from automation? Respondents are split between its ability to increase engagement and improved efficiencies that come with automation.
Recruiters are excited about AI, but there’s little consensus on how to best harness its power. While agencies are still trying to figure out the best way to leverage AI to improve candidate and client satisfaction and bolster productivity, they can agree that it will have an impact.
Study respondents chose AI more than any other technology. “AI will take a lot of the grunt work out of the process of screening fit candidates during the early phases of a search.”
In 2019 AI tools and technologies like Recruit M will become widely adopted and become the new standard in daya to day recruitmnet activities.
Chatbots, an offshoot of AI, still sees a relatively low adoption rate by recruitment agencies. But judging by this year’s respondents, its place in the conversation has advanced considerably. It’s likely that this is connected to an ever-increasing focus on the candidate experience. Chatbots can enable recruitment agencies to respond to candidate concerns immediately and free up recruiter time in the process. “Chatbots allow or a natural and relatively pain-free interaction for candidates without taking up extra time from a recruiter.”
While AI adoption may be a goal of the future, direct messaging is having its moment now. It’s by far the fastest growing recruiting communication channel: 69 percent expect their usage to increase in 2018. Respondents also cited it as the top method for communicating with Millennial and Gen Z candidates. Texting and or Twitter feeds may be a better way to reach out to the last 3 generations. Why? We need to communicate with the technology that they are most comfortable with.
Everyone agrees that job boards provided lower and lower quality candidates and worse than ever ROI however, that doesn’t mean they are going away anytime soon.
The good news however is that with social media, digital marketing, and mobile marketing coupled with direct messaging means that, now more than ever it’s easies to reach and engage high-quality passive candidates without the need for job boards. Though to do this effectively agencies will need a Talent CRM or Candidate Management Platform that brings all your candidate data into one sinle platform allowing you to advertise to or directly message candidate sutable for your hard to fill roles.
Video – More than a third of recruitment agencies plan to increase their use of video interviewing in 2018, but that doesn’t mean its become standard operating procedure just yet. A full 29 percent of agencies don’t use video at all.
Video will streamline the hiring process and decreases the costs that come with interviewing candidatesRespondent 2018 Recruitment Trends Report
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