The modern recruitment process, as a whole, is greatly aided by the use of technology. The traditional methods of sourcing, interviewing, and hiring candidates have been replaced with practical and efficient methods to scale up the recruitment process and hire qualified candidates at reduced costs. However, looking at the current scenario and speaking to different recruitment agencies, I have discovered that not all recruiters are able to leverage the power of technology. A lot still rely on the traditional job portal sites for closing open positions and there is a clear shortage of technology-driven recruitment companies.
Not much into the past, the contracting process was a totally different scenario. Online job portals were the primary go-to destinations for both the recruiters and the candidates looking out for jobs. Newspaper ad was yet another medium that helped reach out to potential hires, but largely for blue collar jobs.
Even then, the overall recruitment process was a tedious one. It involved collecting a number of resumes, screening the available profiles, calling them for interviews, and a whole long list of doables that followed. Needless to mention, the course used to be very time-consuming and employed exhaustive efforts. Yet, the right candidates were often out of reach.
Even though the right talents were out there somewhere, but only about 20-25% of them actively looking out for opportunities via the job boards. We call them active candidate pool. The remainder of the talent pool called passive candidate pool probably are not looking for change but are open to better offers – this pool of candidates was not accessible earlier. Another notable fact usually senior management executives would never upload their resumes on job platforms and this greatly slowed down the recruitment for senior-level posts. All in all, these characteristics forced recruiters to discover other platforms to widen their sourcing capabilities
The advent of computers, internet, and smartphones have greatly revolutionized the overall hiring mechanism – both for the recruiters and the job-seekers. The connected world has made communication easy on a global scale and recruiters can now seek candidates from the remotest parts of the world, thanks to the use of technology.
The role of social media is highly significant and can be undermined at no cost whatsoever. Recruiters can now tap into the passive candidate pool via various social media networks, LinkedIn, Twitter, Quora, and StackOverflow, among many others. Recruiters can also check in the social media activities of the potential candidates for their history, traits, and relevance. The jobseekers too, find social media to be a highly productive and efficient tool in their job-search expedition as it gives them the ability to connect to recruiters directly, instead of uploading the resume and praying to god for a response.
The Future and What Technology Could Have in Store?
The current scenario and the trends prevalent in the recruitment industry may seem to be ideal for many, but they actually aren’t. The whole procedure of reaching out to the candidates and actually getting the right one on-board is still a time-taking and tedious process for the agencies and in-house recruiters. Right from sourcing a candidate to his/her joining a company, and everything in between needs to be carried out very efficiently. The reason is that a getting a great talent onboard is not only good for the internal affairs of the company but the candidate experience throughout the journey can impact employer branding positively or negatively. Needless to say, it’s a major setback to your recruitment goals in case the candidates decide not to join your organization at the end moment. Thus, special efforts need to be put in place.
With over 15k hirings under its belt, we at Hexagon understand the importance of optimized recruitment process and this is the reason twe evolve continually into being a technology-driven recruitment agency. We have a leveraged technology to a great extent and devised a smart recruiting approach that makes sure the acquisitions are done right, done on time, and the applicants are properly tracked throughout the course of the progression. It’s just not about the numbers of hires, but about the quality of hires. Let me explain how.
Our platform called, RocketHire, is the solution we have devised to efficiently scale up the recruitment process. It fetches resumes automatically from various job-portal. RocketHire then proceeds to scrap the data from them in order for the recruiter to identify which profiles are relevant to the open position(s). The prospects are then contacted via SMS and invited to apply via a link in case they are interested. This ensures that the candidates do not need to answer calls from the recruiters all of a sudden and can get back as per their conveniences.
It also saves them the pains of answering a job-related call when they are actually looking out for a change, but are sitting right in front of their colleagues/seniors at their workplaces that moment. This also makes sure the communication channel is easier and smooth, saving recruiters a lot of time which would have been otherwise lost in calling each and every one of the candidates individually.
After the relevant candidates show interest in the open positions, they are assessed for technical fitness wherein they answer a set of questions and are provided to identify their true Technical Fit Score. This score is a key decision-maker when it comes to inviting the candidates for interviews and helps eliminate the irrelevant and weaker profiles even before meeting.
Rocket Hire then sends e-mails to shortlisted candidates asking for their availability, and then confirms the same with the client to fix an interview. We have been employing the services of chatbots on various client social media pages, career pages, and SMSs in order to answer the queries of the probable hires and educate them of the various aspects of the process by a number of pre-set answers to general questions.
After the interview is complete, the candidates are asked to provide their inputs on the interview experience in a survey conducted by us. This is to keep a check on the irregularities (if any) on part of the companies so that the issues can be taken care of and the process can run smoother from the next time onwards.
Furthermore, after the candidates receive their offer letter and confirm to join a company, there is a certain time-gap wherein they serve their notice periods (usually 90 days). We track the candidates’ social media activity and their involvement on the job boards to assess if they are still looking out for other opportunities. This time is often full of uncertainties for the clients as the candidates sometimes tend to stay in their last companies or get other offers too. Hexagon’s recruiting solution keeps track of their status and makes sure proper communication is carried out at regular intervals so as not to lose the probable joinees, the use of technology attending a vital role here.
In addition this we also offer real-time intelligence to the client to keep a track of the recruitment project and overall candidate pipeline.
Technology is being employed in a number of areas of the recruitment process and the trend will continue to be so as long as it eases the process to whatever extent. Of course, this is not the peak of it and there would be many additions and iterations in the future to come; the plan is to keep innovating and coming up with solutions that would further ease the process of recruitment and make global talent available within a jiffy for considerations. The future holds a lot of possibilities for the recruitment industry and Hexagon is dedicated to leveraging the power of technology to make the recruiting process even smoother.
Where do you see your recruitment function standing – past, present, or future? I would love to hear your thoughts in the comments section.