Onboarding and recruitment are two of the most important aspects of any business. The recruitment process seeks qualified candidates, whereas the onboarding phase assists new hires in quickly becoming productive and being accustomed to their new roles and responsibilities.
Let’s discuss how technology can help with the onboarding and recruitment process and provide examples of how businesses use technology to improve their recruiting efforts.
How technology can help with the onboarding process
The onboarding process can be daunting for any organisation, large or small. From communicating the culture and ethos of the organisation to new recruits to explaining policies and procedures and completing compliance on paper, there is a lot to consider. How can technology help?
With the help of technology, such as HRM software, organisations can provide a more streamlined and efficient onboarding experience. For example, many companies use online compliance documents and portals to clarify roles and set short- and long-term goals.
Technology can also aid communication between managers and coworkers through forums, video conferencing, and social media outlets, as well as help to measure performance, evaluate progress, and provide feedback more efficiently.
How technology can help with the recruitment process
One of the biggest benefits of using technology in the recruitment process is that it can help to increase productivity. Businesses can free up their HR staff to focus on more strategic tasks, such as interviewing and interacting with candidates by automating repetitive tasks, such as posting job listings and reviewing CVs.
Another advantage of using technology in the recruitment process is that it can help to reduce the risk of making a bad hire. By conducting initial screening interviews via video conferencing, businesses can better understand a candidate’s communication skills and personality before investing time and resources in bringing them on board.
In addition, online reference checking tools can help businesses to verify a candidate’s qualifications and work history before extending an offer.
Here are some other key benefits:
The implementation of AI
Artificial intelligence (AI) can help recruiters finish many low-level, day-to-day tasks. AI can screen and select the best candidates without bias. Employers can benefit from AI during the hiring process. For example, some companies use chatbots to engage with candidates and answer basic questions. Other companies are using AI to score CVs and identify candidates for interviews and conduct initial interviews.
Examples of companies who have been using AI as part of their recruitment processing include L’Oréal, Adecco, Hays, and Deloitte.
Using Applicant Tracking Systems (ATS)
Any company that wants to hire new employees needs to have a plan for how they will manage the influx of applicants. In this process, technology may be a fantastic asset because it can help to track applicants and their progress automatically through the employment funnel. This can be a huge timesaver.
Not only does this prevent money and effort from being wasted, but it also guarantees that no suitable candidate will be overlooked. In addition, an applicant tracking system can provide valuable data that can help improve the recruitment process’s efficiency.
By understanding where most applicants drop off or which sources are yielding the best candidates, recruiters can fine-tune their efforts and ensure they get the most bang for their buck. In today’s competitive job market, any edge in the recruitment process can make a big difference.
Using social media platforms
Over the course of the years, social media has grown into a tool that is becoming an increasingly significant component for recruiters. By posting job ads and interacting with potential candidates online, recruiters can reach a larger pool of applicants than ever before. Some studies have indicated that 90% of brands now use social media as a platform to engage, source, and attract new recruits.
Social media provides a valuable way to research candidates and better understand their qualifications and experience. For example, by checking a candidate’s online presence, a recruiter can get an idea of their communication skills and professional demeanour.
Conclusion
With the help of technology, both onboarding and recruitment can be streamlined to make the process smoother for everyone involved. From automating processes to providing a better candidate experience, there are many benefits to using technology in these important business tasks.