6 Ways to Modernize Your Hiring Process with Technology

Technology has already changed the way companies recruit, transforming the job posting and application process and providing more options for how companies and candidates engage. The power of technology isn’t just about the capabilities of hardware and software; technology really comes alive when it is combined with human judgment, analysis, and creativity. 

Just as robots help workers on the shop floor perform their work with more precision and electronic health records allow caregivers to provide better-informed care to patients, technology is an excellent supplement to the efforts and actions of individuals involved in the hiring process. According to one survey, nine out of 10 recruiters said they were excited about working more closely with new technologies.

Technology in recruiting can be compared to a stew. The real “meat” of hiring activities is the effort it takes to source, screen, and select candidates to fill job opportunities. Recruiters and hiring managers carefully consider how each candidate can specifically meet the needs of the organization. Technology—the “sauce”—helps to eliminate manual processes, streamlines workflows, and makes it easier for people to do the work that matters most. Here are six examples of how technology can be used to enhance recruiting processes and help you build a more effective, modern hiring process.

ATS Integrations 

One survey found that 75 percent of recruiters use some form of recruiting or applicant tracking software. The applicant tracking system (ATS) is an efficient way to collect, manage, and track applicants as they move through the hiring process. More specifically, the ATS helps to prevent candidates from getting lost in the hiring process and supports the development of a robust talent pipeline for key roles. If you aren’t using an ATS, you should seriously consider it.

The ATS can also screen candidates and eliminate those who are not a fit for a particular job, allowing recruiters to focus more on candidates who are a fit. However, the technology is not perfect. It needs skilled recruiters who know how to leverage the technology and who understand its limitations (e.g., sometimes it can disqualify candidates who are well-qualified). For an ATS to be even more effective, it can integrate with other key HR platforms, resulting in an overall more efficient and organized hiring process. Some examples of ATS integrations that can modernize your hiring process include:

• Job boards—these boards can automatically deliver applicants to the ATS for immediate screening
• Social media platforms—posts with links can lead candidates directly to the ATS
• Interview scheduling platforms—interview dates and times are stored and viewable in the ATS
• Background screening technology—background checks can be initiated and results viewed in the ATS

Streamlined Job Applications

Some organizations can have dozens or even hundreds of open positions at any one time, making it crucial to have an efficient application that makes it easy for candidates to apply. You need certain information from candidates during the application phase, but you also want an application that attracts more candidates rather than pushing them away. 

In addition, in today’s low-unemployment environment, you’re more likely to lose candidates if your application process is cumbersome or takes too long. One study found that the application completion rate dropped from 12 percent to 4 percent if an application took more than 15 minutes to complete. When they have other opportunities to consider, many candidates may simply be unwilling to spend time on a long job application, and may apply elsewhere where it’s easier and takes less time. 

To prevent the likelihood of application abandonment, it is a good idea to supplement recruitment activities with technology that streamlines the application process and keeps it short and simple. Whether you accept applications over social media, make your job applications mobile-friendly, or integrate resume-reading tools that keep candidates from having to enter the same information twice, technology can help you craft a short and easily accessible application.

Background Check Technology

A thorough background check verifies candidates’ experience, education, and credentials as well as seeking to uncover candidates’ criminal history. The time it takes to complete a background check is critical because candidates and recruiters must often wait for a completed background check before moving beyond a conditional job offer. During this time, the last thing you want is to lose a candidate because the background check process took too long or grew frustrating for the candidate.

Background screening technology can streamline screening workflows and help deliver a more efficient and productive hiring process. Instead of passing authorization and disclosure documents back and forth to candidates, those activities can all be handled with an easy-to-use platform, which may also integrate with your ATS software. This technology also makes it easier to request background checks, request clarifying information from candidates, and store results. 

And it’s not just the technology that helps to bring about a more efficient background screening and hiring process. When people work in conjunction with technology—for example, screening analysts that verify background check data and go the extra mile to facilitate thorough employment verifications—there’s more opportunity for background checks to be completed in a thorough and time-efficient manner.

Virtual Interviewing

A successful interview doesn’t have to be two people sitting face-to-face in the same room. Interviews conducted via video can modernize your hiring process and, in many cases, allow recruiters to assess more candidates in less time. Virtual interviews can also improve the candidate experience. One study revealed that 49 percent of surveyed candidates said a video interview helps them to stand out in the hiring process. Twenty-five percent said they would prefer a live video interview to an in-person interview.

Video interviews can be conducted live or via pre-recorded video interviewing tools, harnessing the power of a face-to-face interview no matter where the two parties are located. Some of the ways you can benefit from video interviewing include:

• It can help your organization to be seen as more modern and innovative.
• Candidates have more flexibility with scheduling and don’t need to travel to an interview.
• Interviews can be recorded in an inconspicuous way and stored or viewed later.

Recruiting Chatbots

Recruiting chatbots use AI technology to answer recruiting questions and provide related information to candidates. Because they can answer certain predetermined questions without the direct involvement of a recruiter, chatbots save time for recruiters while also providing a new way for candidates to get the information they need. In addition to sending and receiving email and text, chatbots can be used to schedule interviews and pre-qualify candidates by asking about skills and education. 

Research shows that candidates are open to interacting with chatbots. In a recent survey by Allegis, 58 percent of candidates said they were comfortable interacting with AI and recruitment chatbots in the early stages of the application process. An even larger percentage (66 percent) said they were comfortable with chatbots taking care of interview scheduling and preparation. With the aid of chatbots, both recruiters and candidates can exchange more information and keep things moving through the hiring process.

Virtual Onboarding

Onboarding shouldn’t have to wait until an employee’s first day at work, and with virtual onboarding technology, it doesn’t have to. Virtual onboarding platforms can facilitate onboarding activities by compiling and organizing company information, reading materials, welcome videos, org charts, and other information employees can review before they start. Virtual onboarding also comes in handy for remote hires. The exchange of forms and dissemination of other information can be made available via an onboarding platform, so new hires can access important information anytime and from any location.

The Power of Technology and Human Effort

Using technology to improve the hiring process isn’t a totally new concept, but there are new technologies being introduced all the time that can have a dramatic impact on application delivery, interview scheduling, background screening, and more. Technology on its own is great for collecting and organizing data. But, when technology and human effort come together, you have more opportunities for deeper insight and analysis, greater automation, and shorter turnaround times as candidates move from application to hire. By considering new ways to enhance existing recruiting processes with technology, you can modernize the talent acquisition function and engage with candidates in new ways. Like a simmering stew on a cold winter day, the client experience needs to be efficient, but still warm, approachable, and well-balanced.