How far is too far when modernising your recruitment process?


The recruitment industry is changing fast, and digital innovation has a large part to play. New developments have altered the way hiring teams advertise vacancies, identify talent and interview candidates. Increasingly, employers are needing to adapt to appeal to a generation of tech savvy millennials entering the workforce. When it comes to modernising your recruitment process, there’s no such thing as going too far. To lead from the front, companies should go ‘all out’ in order gain a competitive edge. Here are just a few options to consider:


Video interviews


You can use video throughout the recruitment process. Why not add this to your job postings to attract views on social media or use it to connect with candidates before a face-to-face meeting? In an employee-driven market, video interviews can help to engage with candidates who live further away, or passive candidates who find it easier to interview within the comfort of their own home. For many companies, digital literacy is an important skill. By giving candidates the opportunity to interview in this way, you’ll impress candidates with a strong understanding of technology, who want to join a forward-thinking company. Many job roles call for confident employees with impressive presentation skills, so using this tactic at interview stage will help you to identify ‘standout’ talent.


Using blind CVs


Diversity is a current buzzword in recruitment, and blind CVs are one way of removing subconscious bias. The idea is that by taking out details such as ethnicity, sexuality and educational background, HR teams can make decisions based on qualifications and skills alone. Despite this being a relatively new field, there are already a number of technological solutions to aid recruiters, from voice-changing software to disguise candidates’ gender to using AI to screen job candidates – a topic which is still a matter of debate. The benefits of a blind CV? A diverse workforce will increase your performance, helping you to connect with your customers, creating greater creativity, as well as boosting your employer brand by demonstrating your commitment to inclusivity.


Choosing AI tools


Today, AI is used by professionals to guide much of the application and interview process, from writing job adverts, to scanning CVs and communicating with candidates. Integrating AI and big data within a fantastic hiring team – able to provide a friendly human face – can work wonders, when it comes to engaging with candidates, analysing the inner workings of your business and speeding up the hiring process. Did you know that nearly 23 per cent of workers lose interest in a company if they don’t hear back from them within a week? To this end, more and more companies are using chatbots to ensure candidates receive a speedy reply – and this is just one example of how technology is helping to cut out many of the repetitive tasks that slow us down. From applicant tracking systems to automated interview scheduling, there are a multitude of tools to choose from.


What’s the next step?


Times are changing and, like many industries, the recruitment sector is constantly adapting in response to new digital trends. If you’re unsure of where to start, take a step back and reflect on the way you work currently. There’s always room for improvement, so begin by identifying the areas of your hiring process which could benefit from a technological transformation – and match these with the right product to gain that competitive edge.


By Kate Allen


About the author

Kate Allen is the MD of Allen Associates, one of Oxfordshire’s leading independent recruitment agencies, which specialises in Marketing, Finance, PA/Admin and HR roles.


In 2018, Allen Associates launched their first London office, specialising in Marketing, HR and PA/Admin roles.


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