As in other fields, the COVID-19 pandemic has had a significant impact on the ways we hire and maintain a strong workforce. Especially in evidence is the accelerated transition from paper and human processing to digital technology.

Artificial intelligence will save HR professionals countless hours of drudgework and minimize the potential for error in decision making. At the same time, it’s important to remember that nothing so far available can replace human interaction for both judging a candidate’s character and keeping employees engaged.

Here’s a rundown of the most significant recent developments in recruiting technology.

Applicant Experience

The application and interview process can be such a hassle that promising candidates decide to look elsewhere. According to CareerBuilder, 60% of job seekers abandoned an online job application because it took more than 10 minutes to complete or was too complex.

With today’s technology, you can design a straightforward online application, automate timely responses from recruiters and even obtain further information from the candidate. Which brings us to our next technology trend.

Chatbots

Increasingly sophisticated conversation and machine learning technology let you turn routine phone calls over entirely to a “robot” who asks candidates questions about their application and resume, schedules appointments, and so forth. Chatbots have been shown to increase recruiter productivity by 144% and candidate satisfaction by 92%.

Mobile-Friendly Website and Job Application

By 2025, nearly 75% of internet users will access it exclusively from their smartphone. If your website and online applicant materials haven’t yet been optimized for mobile formats, your company will be perceived as out of touch and frustrating to work with.

Predictive Analytics

This tool takes your data analysis to the next level. Using your company’s past data as well as macro-economic and talent data to predict future results, it improves your effectiveness in sourcing, screening, interviewing, and assessing candidates. HR staff is freed from manual reading and sorting, giving them more time for the high-value work of in-person interactions.

Corporate Culture Marketing

Approximately 75% of job seekers will research what it’s like to work for a company before applying for or accepting a job there. The company’s culture, values, and goals will be considered. Communicate that culture with virtual reality job previews and workplace walk-throughs. Attach a video to your job posting to increase candidate response.

COVID-Safe Video Interviewing

As we’ve stated, it’s not beneficial to entirely eliminate human conversation from the hiring process. But in the time of coronavirus, we face the additional challenge of making the office safe for and from visitors. An online meeting tool is a very convenient solution — and may well become a permanent part of your process.

COVID-Safe Office Technology

When an in-person visit is unavoidable, your office should be set up to comply with pandemic health and safety guidelines. One popular piece of equipment is a temperature check kiosk at the building entrance.

We expect artificial intelligence to increasingly inform recruitment strategies in the years ahead. By integrating these new technologies with interpersonal communication, you can reap the benefits of both — and keep your competitive edge as the employer of choice for the next generation.

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