As we step into the year 2017, it's clearer than ever that mobile technology has had far-reaching implications for virtually every sector and industry, and HR is no exception.
About 70% of job seekers today use smartphones to look for work opportunities and the number is only growing with each passing day. If we do a survey, we will surely find that there exist a huge number of HR managers out there who agree that technology is the future of staffing; in fact, the majority of recruiters are already making the most of it.
Many employers are likely to adopt targeted video interviewing software to recruit the right talent.
Many companies are currently using social media in their recruitment efforts to hire smart, tech-savvy people. Those which are not using it will soon do so as there is no other way in these times of rising economic volatility and shortage of the right talent.
Managed services in staffing
Managed services is the practice of outsourcing on a proactive basis management responsibilities and functions, including HR, It's a strategic method for improving operations and cutting expenses. Managing multiple contract types within an organisation can sometimes look like a herculean task for the HR team. An efficient managed service can take much of the load away. A managed service provider can then help HR people to build the right kind of workforce, which in turn further leads to a host of benefits. Attaining the right mix of part-time and full-time employees allows organisations to develop a more proactive approach to talent—
bringing on board the right skills for the right projects, complementing the existing team and cutting down costs by lowering overheads. Such managed services can also provide access to new markets, specialised skills and new solutions such as employed consultants and crowd sourcing.
There is a number of problems organisations face when managing large workforces, especially with on-field roles like sales, data collection, deliveries, etc. Some of them pertain to attendance, tracking actions etc. There are technologies and services available today, such as managed services, which help organisations meet such goals.
CRM and ATS
Many organisations currently use some or the other form of ATS or Applicant Tracking System. The functionality of an ATS includes documenting applicant records and associated hiring activity which is quite crucial for compliance purposes. ATS also help organisations keep a track on candidates' (active or passive ones) recruitment history, contact information and academic/career history, serving as a system of record that's often the only place to find recruiting-related information at many workplaces.
While information and data contained by an ATS is extremely valuable, the problem with such data is that it becomes outdated pretty soon. When companies look for candidates who might be a good fit for the organisation at a later date, ATS does a poor job. Here is where CRM (candidate relationship management) comes in.
Sourcing will become much more engaging
Sourcing talent is easy—talented candidates can be found across job boards, social networking sites, CRM tools as well as portals. The problem is about engaging with them effectively.
Predictive analytics and big data will rule hiring metrics in times to come.
Since it is easier to find a candidate, it is also easy for your competitor to find a candidate—this makes it very difficult to ensure that your job posting or ad is even read by the candidate you are targeting. Thus engaging with prospective employees has attained paramount importance. There are two ways to do it: Number one is using algorithms or other technologies to do more sourcing and number two is involving hiring managers to carry out the entire hiring process—starting with identifying and sourcing of the right talent.
Interviews will happen over the internet
All organisations, irrespective of their size and scale, are becoming more and more interconnected and global. Work is transcending boundaries created by culture, demography and geography.
Video interviewing technologies via tools such as Skype and Google Hangouts will become commonplace in times to come. Many employers are likely to adopt targeted video interviewing software to recruit the right talent.
Big data in recruitment
Predictive analytics and big data will rule hiring metrics in times to come. More refined metrics mean getting a better understanding about existing bottlenecks, which recruiter is effective and who is not and which hiring method is working and which is not working.