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How Technology Is Useful In The Recruitment And Selection Process

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Share the postRecruiting is a labor-intensive procedure. Every organization has its unique recruitment process including…

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Recruitment Management System

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Recruiting is a labor-intensive procedure. Every organization has its unique recruitment process including various things such as shortlisting, background checks, scheduling, interviewing, reviewing, contacting references, and lastly on-boarding. Whether you are running a four-man show or managing hundreds of workers, you need to streamline your recruitment process and selection procedure.

There are many cost-effective strategies for efficiently finding candidates, and narrowing your search. Most companies use a wide-array of technologies to organize and review the thousands of applications or resumes they receive.

Online HR software helps to speed up the hiring process as well as identify qualified candidates.

Here is a list of ways on how technology can help automate the recruitment and selection process.

a) Candidate Sourcing

Various strategies can be used to attract candidates, such as referrals, job fairs, online postings, etc. This process can be done both internally, as well as externally. Companies can leverage the HR software that uses an algorithm to scrape all potential candidates’ portfolios and profiles.

b) Resume Screening with an Applicant Tracking System

Many applications are sent to a resume database where organizations try to find out whether the applicant meets the necessary requirements and is eligible for a position opening. Requirements may include salary expectations, educational requirements, keywords, etc. The resume database plays a pivotal role as they can save and organize all the applicant resumes for each and every job opening.

From here, companies can track all of the important information on the candidates. An online HR solution should allow an organization to set up an interview with template emails, schedule the interview with date and time accordingly, and send automated template emails to candidates who applied but are not selected.

c) Video Interviews

As the name suggests, video interviewing is a replacement for face-to-face interviewing and is an immense time-saving tool that helps streamline the process for selecting applicants. A video interview can be pre-programmed to eliminate the first-step, phone call round of interviewing. Recruiters can write text questions or pre-record video questions for applicants to answer in a video. After submitted, the video interview is shared with the stakeholders to watch and review.

d) Integrations

When an Applicant Tracking System (ATS) is integrated with various applications, it will reduce the manual labor required for executing various functions. The candidates’ profile is able to be captured from many job sites with just one sweep of the software. Without this procedure, recruiters would have to manually enter the candidates’ data into the system which would involve a many hours of data entry.

e) Screening and shortlisting the Right Candidates

Screening candidates with the existing database helps to clarify which candidates have a history of higher success and which ones have been unsuccessful, based on their performance, turnover rates, and tenure. No manual screening of resumes is required for this! The Human resource management software automatically screens and shortlists the candidates, thus, making the process less time-consuming.

To Sum Up

Corporate HR departments and other recruiting agencies can make the most of automation to source prospective candidates, analyze different metrics, and find the right fit, ensuring maximum output with less effort. Thus, an automated HR software solution can make all your hurdles easily accomplishable.

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