While the Great Resignation ended in July 2023, when quitting rates returned to 2019 levels, many organizations are still fighting to keep their teams fully staffed. That’s because the 2019 quitting rate remains historically high.
The good news is that today’s advanced technologies can make hiring more efficient and effective than ever. AI-based and other technological solutions can ease the recruitment process and obtain the best possible hires for your organization.
Recruitment and hiring challenges
HR professionals understand the headaches the hiring process involves better than anyone. Succeeding in this work necessitates attracting the best talent, vetting applicants, creating a positive candidate experience, and developing a good reputation as an employer, all while striving to decrease the time to hire.
According to the registered charity Movement to Work, approximately 1,000 job seekers will view the average job listing, 200 will start to apply, but only 100 will complete their applications — that’s 100 applications to whittle down to one, constituting hundreds of hours of labor.
It’s time to change how we hire. Today’s advanced technologies can help overcome these challenges, making hiring faster and more effective than ever.
Tip #1: Effortless job posting
The first way HR professionals can make their jobs easier is to post to numerous platforms for job seekers at the same time, which can be done through multi-poster platforms. Multi-poster platforms enable you to craft the job description and upload it once, knowing your listing will be distributed widely and reach as many eyeballs as possible. This saves considerable time and effort compared to manual posting.
What’s more, these platforms provide transparency, clearly indicating where they have displayed your announcement and providing metrics to track their performance. This information can then be used to further refine the hiring process in the future.
Tip #2: Strategic ad campaigns
Technology has revolutionized ad campaigns for job openings. Traditionally, organizations were limited to running ads in their local papers and finding whoever might be able to do the job within this limited talent pool, but today’s HR professionals can survey the entire globe for the right people. Regardless of where the best candidate might be hiding, this approach ensures no one is overlooked.
In addition, data analytics make it possible to find pockets of talent and advertise in those key geographic areas. For instance, areas with research universities that specialize in relevant technology can be a great place to go fishing for candidates. While this approach can work for in-person positions, it dovetails especially well for remote positions.
These technologies also enable HR professionals to craft targeted ad campaigns strategically, thereby maximizing your chances of finding the people who possess the specific skills, experience, characteristics, and capabilities you need. They can also give you metrics like application rates, conversion rates, and click-through rates, helping you develop an advanced understanding of how to connect best with the right candidates.
Finally, if you need to conduct advertising campaigns across multiple platforms, programmatic advertising can automate this process. This technology buys and places ads in multiple places according to your set criteria, ensuring maximum exposure for your job listings.
Tip #3: Enhance the candidate’s experience
If you aren’t getting enough applications or catching high-quality candidates, then it’s possible your application process could be too onerous. According to the Society for Human Resources Management, 60 percent of applicants become frustrated by the length and complexity of applications and abandon them.
For instance, there’s no reason today’s applications should require people to type redundant information into a form. Top candidates know their time is valuable, so when a prospective employer tries to make them jump through unnecessary hoops, their opinion of the employer falls. As a result, a lengthy process risks weeding out the candidates you want.
Quick-apply options can cut through this red tape and give applicants a streamlined process. For instance, quick-apply options on LinkedIn give job seekers an easy way to signal their interest and take prospective employers straight to their profile, where all their relevant background is already listed.
To maximize your ability to catch the right person, it’s also helpful to make your listing mobile-friendly. That way, if a prospect sees your posting while on the go, they can quickly and easily let you know they would be open to a conversation.
Tip #4: Create a branded bespoke interface
Today’s technology allows employers to tailor their job postings and candidate portals to reflect their organization’s unique identity. Your colors, fonts, and logo can be included in a branded, fully customized experience, allowing you to immerse people in compelling images and messages that excite them about potentially working on your team.
Cutting-edge recruitment software also offers user-friendly interfaces that are consistent across all touchpoints. Meanwhile, it tracks applicants according to each employer’s needs, deriving reports on the hiring process that can be used to improve these efforts further.
When someone goes through your hiring process, they also learn about your brand. Using technology to make their experience as positive as possible will create a strong employer brand and reflect well on your enterprise, even if the person doesn’t end up becoming your eventual hire.
Stay competitive in the labor market
Technology has greatly expanded organizations’ reach during the hiring process. By using it effectively, HR professionals can eliminate unnecessary work while creating a superior candidate experience.
The truth is that embracing technology is no longer just an option for employers. It’s a necessity to stay competitive in the labor market.
