Technology impact is the biggest factor changing the recruitment process. How has technology changed the recruiting process? Software and environments have made recruitment more professional. Typical examples are candidate tracking systems, social media, and remote surveillance solutions.
It’s true that the traditional hiring process takes a lot of time. Therefore, the termination of this recruitment approach has been in favor of human resources. This is because technology speeds up the recruiting process.
Three Ways to Take Advantage of Technology Impact in Human Resources
- The industry 5.0
Industry 4.0 is the integration of systems that communicate and collaborate with humans and other intelligent systems. In fact, the goal is to improve daily processes, including the impact of artificial intelligence and smart technology.
How can Industry 5.0 help improve the hiring process? The intelligence, accuracy, and precision of smart technology will enable recruiters to screen new candidates. Apart from that employees are faster and more efficient than ever before, simplifying the hiring process.
2. Artificial Intelligence
Many human resources teams have already started to incorporate artificial intelligence into their recruitment processes. In particular, artificial Intelligence has the capacity to screen candidates and select individuals without prejudice. Also, intelligent systems reduce discrimination and focus on key factors such as experience, qualifications and skills. So, it’s programmed to ensure that people don’t run the risk of being biased, as they sometimes do.
In addition, artificial intelligence improves the job search and application process for candidates. Chatbots and artificial intelligence systems quickly scan an application for the required criteria. This way, they provide a quick response to the candidate if the position is suitable for them.
3. Social Media
A large number of employers check social media platforms to see if candidates regularly post on industry-related topics. Apart from that, they see if they have industry-related experience, and seem passionate about their work. In fact, there are many ways on social media to conduct candidate screening more rigorously.
Here are some things that the Human Resources team should pay attention to on social media before the interview:
- Does the candidate share industry-related topics and current news on their Twitter or LinkedIn profile? If so, it shows they are interested in the industry and want to stay up to date.
- Have they created a personal blog to showcase their work and brand? It is an important indicator of your candidate’s interest in advancing in your industry and a long career.
- Are they regularly active on the Internet? If you see them connecting with industry peers online, it shows they have an interest in creating success in their field. So, this may only be a good sign for you as a recruiter.
Conclusion
In conclusion, social media is just one element of technology that improves the hiring process for human rights professionals. Therefore, it’s a simple way to make sure you’re hiring the best candidates for you.
Moreover, the advancement of Intelligent technology is helping recruitment agencies stay ahead of the competition. What’s more, in-house HR teams around the world stand out in the market. This way both can keep a close eye on technological developments and the development of Industry 5.0.
If artificial intelligence develops as professionals predict, then we can see people and technology working side by side. This can happen in various industries, not just in human resources. Now, with the coming of the generation Z era, it is only a matter of time. Of course before we can move on to the higher versions of technology. This is undoubtedly inevitable.
Reference list:
https://workforcegroup.com/advantages-and-gaps-of-technology-in-recruitment-and-selection/
https://www.jetir.org/papers/JETIR1806819.pdf
LinkedIn profile: https://www.linkedin.com/in/asl%C4%B1-t%C3%BCrkmen-1111ab23b/