3 Recruiting Software Predictions for 2017
The world of recruiting software has been evolving, and 2017 will bring more drastic changes. According to a recently published article in Human Resources Today, next year will be marked by a shift from cloud to mobile, Equal Employment Opportunity enforcement, improved employee flexibility, team-based reviews and engagement, and more freelance workers rounding out the workforce.
Rather than keeping their focus on recruiting software that is automated and integrated, employers are poised to put more effort into the work environment and employee engagement. This means a shift in the way that companies choose their recruiting technologies. According to a report from Bersin by Deloitte, more recruiting software will be chosen based on its ability to be engaging, effective, productivity-oriented, and scalable.
While more organizations are making the move to predictive technology to assist in their recruiting efforts, the focus will be holistic. Rather than solely being concerned with getting new hires through the door, companies are realizing that it is equally important to engage employees from the early stages of the recruiting process all the way through to their continued tenure. Predictive technology allows employers to assess an employee’s level of satisfaction and performance metrics in real-time.
With these forces in mind, here are three predictions for recruiting software in 2017:
1. New Focus on Engagement
Employee engagement is critical to success, and today’s employees are changing the way they approach work/life balance and career management. Applicants and employees each want to be able to engage with potential employers in a way that gives them more autonomy, visibility, and control.
In 2017, we’ll see more software tools with self-service options and broader self-service options from vendors that already offer them. Candidates will be able to apply to jobs, record video interviews, and schedule meetings with hiring managers from any device with an internet connection – even from native mobile apps, in many cases. Once hired, employees may be able to use this same software to complete online training courses.
2. People Analytics
There is a greater need to combine technology with humanity, and people analytics are one way that will happen. Recruiting software that can predict and analyze how someone will perform or what is really going on with employees when they have issues is a great way to mitigate problems before they unravel – in fact, such software may even be able to detect and address potential issues during the recruiting process, long before a candidate even becomes an employee. This is how companies can make sure they’re getting the right hire and/or fixing actual problems rather than perceived problems.
Imagine recruiting software that more accurately indicates which of your candidates are likely to be strong leaders or the best cultural fits before you extend an offer based solely on answers to standard interview questions. Or what if, as part of a larger talent management suite, you could investigate employee dissatisfaction and take corrective action before employees start crafting their exit strategies?
3. Greater Social Integration
Perhaps one of the biggest changes predicted for 2017 and beyond is greater social connection. Employers started engaging with candidates through social media several years ago. The importance of engaging socially became evident as employers realized the successes they were having by sharing their brands and cultures with applicants. Recruiting software now provides an opportunity for social engagement through the tool itself – in other words, built-in social media management features.
This is also trending with employees who are using team-based tools for goal alignment and coaching. The social aspect – often found in tools like internal messaging, custom profiles, and newsfeeds – is fostering a team culture focused on common objectives and team productivity. This even bleeds into performance management, since coworkers can now give each other feedback in real time. While it may not replace formal, annual reviews in the next year, it has already begun to change the face of performance evaluations.
While we don’t know exactly what 2017 will bring for recruiting, we can expect to see more employers make the move to predictive technology, increase their focus on things that matter to employees (like better work/life balance), and offer stronger self-service options. Companies will also start to give their candidates more opportunities to engage with culture and people outside of the interview process.
Jessica Barrett Halcom is a writer for TechnologyAdvice.com, with specializations in human resources, healthcare, and transportation.
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