The recruitment industry is constantly evolving, responding to shifting candidate behaviors and new technologies to help companies make the best hiring decisions.
As part of Yello’s #AskARecruiter series, we turned to industry professionals to get their thoughts on what excites them about the current state of the recruitment industry, and what the future may hold. Here’s what they had to say:
What is a recruitment industry trend that you’re excited about?
Trend #1: Virtual Interviewing
A recruitment trend that I’m excited about is the virtual world that we’re going to. I think a lot of students and candidates are really excited about that as well.
Erika, Regional Campus Recruiting Lead at a global accounting network
Video interview software makes it possible to connect with candidates around the world, no matter the time zone. It’s a convenient, efficient tool that streamlines the interview process, allowing companies to make crucial hiring decisions with speed.
Today’s video interviewing platforms are equipped to handle live, one-on-one, and panel-style interviews, as well as pre-recorded screening questions. Benefits include saving on travel expenses for in-person meetings, reaching a more diverse set of candidates in regions where you wouldn’t normally travel, and on-demand access to share pre-recorded videos with hiring managers.
Trend #2: Automation
One recruitment industry trend that I’m really excited about is the increased movement towards virtual interviewing and highly automated scheduling.
Emma, Recruiter at a global markets company
AI is set to play a major role in the future of recruitment. Research from HR.com finds that 50% of employees surveyed believe that AI will be a major component of recruitment and talent acquisition operations. That’s not surprising: AI makes it possible to free up recruiters from time-consuming, monotonous tasks, allowing them to focus on more impactful work.
Highly automated scheduling is a prime example of how AI streamlines recruitment operations. Yello’s Interview Day Scheduling software, which is powered by an AI algorithm, was built to solve the headache-inducing chore of a full day’s worth of interviews with a candidate. Interview Day Scheduling’s algorithm uses real-time information from multiple calendars and rooms to automatically assemble an interview schedule and send automatic invitations to stakeholders. Thanks to AI, recruiters can now execute what was once a complicated, time-consuming workflow in less than one minute.
Trend #3: Data and Analytics
Honing more on our data and analytics, and evaluating some of our ROI from our great recruiting initiatives.
Elina, University Relations Manager at a health insurance company
Recruiters are used to working with data, leveraging tools like candidate relationship software to make sense of vast amounts of information stored in an ATS. Combined with analytics solutions, a company’s data sets can also be used to draw conclusions, identify trends, and highlight new opportunities.
Predictive analytics tools enable employers to proactively enhance the hiring process. Using data to assess employee performance, identify the effectiveness of sourcing methods, and target the right candidates, recruiters can equip themselves with the most useful sets of information when making decisions. For instance, using data gathered from employee surveys, recruiters can determine the sentiment around a company’s employer brand, which can highlight the core values, employee resource groups, or types of employee benefits that resonate most with candidates and employees.
Three Industry Trends Recruiters Love
- Video interview software speeds up the hiring process, making it easy to quickly connect with candidates in any time zone or location.
- Automated tools, like Interview Day Scheduling, simplify common workflows and reduce the number of repetitive and tedious tasks recruiters often encounter on a daily basis.
- Data and predictive analytics allow recruiters to gain key insights into the employer brand and workplace sentiment, which can inform a company’s long-term recruitment strategy.
