Archive for September, 2018

Disruptive recruitment technologies behind every successful business

Sunday, September 2nd, 2018

 

How many times have you heard the term “disruptive” used when announcing tech innovations, new hiring tactics and the likes? How many times out of that total has the product actually changed the game? In general, disruptive innovations are expected to remove and replace the market for the existing products. If you’re getting enough of  “new” disruptive tech, especially in the HR field, read on to discover the four technologies that are not necessarily new, but will truly transform the current recruitment practice.

1—Data privacy enhancements

There are things we must keep secret. This includes your employee and candidate data. Are you still storing this sensitive info in your file drawer rather than the cloud? It’s time to pick out hiring software.

One of the best ways to ensure data safety is to seek out recruitment tech that is based outside the jurisdiction of the Patriot Act. The Patriot Act, simply put, is a controversial Act of Congress in the U.S. that allows data breaches performed by the government in an attempt to surveil against acts of terrorism. However, the act is more commonly known for the fear it instills in the public that this permission is being taken advantage of. Choosing a recruitment tech solution that is based outside of the U.S. can give you that extra assurance you need.

Another tip when choosing software is to be on the lookout for clear definitions of the data privacy requirements that are being followed by the company. In particular, keep an eye out for the ISO 27001:2005 certification and its revision, ISO 27001:2013.


2—Artificial intelligence (AI)

Now that you have put all of your important information in a “cloud”, let’s talk about the robots that are going to assist you in your future HR efforts. Sound crazy? It probably is, but it’s not too far off from the truth. While AI doesn’t run the risk of completely drowning out the human input in human resources processes, it certainly has the capability to add a whole different dimension to them.

Automation is being recognised for its ability to help save time and resources while not skimping on personalisation. HR tech is feeling the pressure to create intelligent systems, bringing out everything from email automation to chatbots that can ask and answer employee questions. With the help of artificial intelligence, there can be more engagements with candidates in less time. It also allows for a decrease in biases. No matter how objective you think you are, there are always unconscious biases affecting your hiring decisions. But HR tech can help.  AI is more of an aid than a replacement. You, as HR pros, will still have a hand in every aspect of the process; it will just be an smoother, more efficient ride.

3—Collaborative tools

Even though the industry is leaning towards AI, it doesn’t mean that it’s straying from the most centric aspect: people. In fact, collaborative hiring is only improving now with the threat of depersonalisation due to robot HR teams. Tech happens to have a hand in this, as well. Teams are brought together to work more efficiently, and the right tools accelerate this process. Here are some example of the types of tools replacing traditional means of collaboration:

  • ATS (Applicant Tracking Systems) that allow unlimited seats
  • Sourcing tools for easy input of referral data
  • Careers site that allow for creative media involving employee testimonials, photos, videos etc.

4—Modern means of communication

Similarly, HR teams aren’t conversing in the same ways. Gone are the days of sticky notes and emailing back and forth. There are tools that streamline communication, making it a lot easier to keep track of. Some, like Slack, are even entertaining and can boost company morale.
In essence, these disruptions are simply additions to a foundation of HR that involves ample collaboration. They are disruptive, however, in that folders will be disappearing, CRMs will be replaced by leaner, more modern ATS platforms, AI chatbots will ask you about your workday, etc. While employees are reluctant to change, these tech advancements are helpful and user-friendly. Embrace the disruption!

Author bio:

Perry Oostdam is the co-founder and CEO of Recruitee, a collaborative hiring platform for teams of all sizes. Recruitee helps optimize the entire hiring process, from candidate relationship management, employer branding, and job posting to candidate sourcing and applicant tracking. The company has offices and Amsterdam, The Netherlands, and Poznań, Poland and works with companies around the world.