HR technology is the topic of many a conversation, conference and blog post in the HR and recruiting world. As new technologies roll out at such a rapid pace, recruiters and HR professionals are all in what feels like an arms race. Each tech advance is topped by the latest and greatest. It can be hard to stay on top of it all.
Hiring is no longer about that little black book and a gut feeling. HR technologies have brought science and metrics into the game. As these technologies get more cost effective and easier to use, more people are jumping on the bandwagon. Those who embrace tech in HR and recruiting are able to make more sound hires with less of a gamble. These advances are meant to take the guesswork out of hiring, and lessen the threat of the much-dreaded bad hire. Here is a look at the tech that has everyone talking.
Video interviewing has become wildly popular. This is one of those tech tools in recruiting and HR that has quickly proven to be an ROI superstar. According to a SparkHire infographic, “More than 6 in 10 companies are now using video interviews in their recruiting process.” The same infographic states that recruiters can now watch 10 one-way video interviews in the time it takes to conduct just one phone screen. That amounts to a lot of time and money saved. SparkHire claims that companies using video interviewing can save as much as 67 percent on travel costs associated with hiring, and that is only one of many factors. Green Job Interview shares with us some commonly used metrics to evaluate video interviewing success:
- 87.6% reported lowered travel costs
- 55.7% reported improved time-to-hire
- 53.6% reported a better candidate experience vs. phone screening
HR is moving at such a fast pace that what used to be cutting-edge software just a couple of years ago, is quickly being replaced. It is becoming very clear that talent management software is no longer just a cool option for HR departments to have; it has become the standard. What Forbes is calling the “Google of People”, talent management software can’t compete unless it’s cloud-based, Facebook and LinkedIn integrated, includes performance tracking and succession planning, and comes with an amazing tech support staff. HR pros and recruiters are falling over each other for new software. In fact, the market grew by around 20 percent in 2012. It’s out with the old and in with the new.
Rise in Social Recruiting
Social media has taken a firm hold on the HR and recruiting world. It has become the proven go-to source for everything from sourcing to hiring. It’s no new news that we’re all using social media, but some are getting a whole lot better at it. New tips, tricks, tools and niche sites are popping up every day. Data from a JobVite survey reveals that social recruiting is on a sharp rise. Sixty-four percent of companies using social recruiting have expanded to two or more networks, and 40 percent are now using three or more networks. Many companies are going even further –beyond the big 3 –LinkedIn, Twitter and Facebook. Niche sites have become a very popular source for tough-to-fill positions and passive candidate scouting.
We used games to learn when we were four; now we’re using games to learn when we’re 40. We’re sticking games in where they shouldn’t be and it’s working out fantastically. Companies from UPS to even the Department of Justice are integrating gamification into their training programs. In a Mashable article, Richard Taylor, senior VP for communications and industry affairs at the Entertainment Software Association, says, “70% of major employers utilize interactive software and games to train employees. Additionally, more than 75% of organizations not utilizing this technology said they are likely to offer it by next year.” Gamification in the workplace has quickly become an in-demand tool for training and educating.
We know we didn’t cover all things HR tech buzz; these are the few that have recently significantly changed the landscape of HR and recruiting. Mobile madness, big data and metrics tools are also coming up fast. As technology takes over, it is important to keep a firm concentration on the candidate experience, the employer brand and evolving practices. Technology won’t do it all, but it sure does help.