The technological age has completely revolutionized the way businesses operate. From the way we communicate to the way we purchase goods and services, technology has had a profound impact on every aspect of our lives. The recruiting industry is no exception. In fact, recruitment technology has had an especially profound impact on the way in which businesses recruit new employees. There are now a number of different recruitment tech strategies that businesses can use to find the best candidates for their positions. In this article, we will explore three industries that are harnessing the power of recruitment tech strategies. The Retail Industry The retail industry is one of the industries that has been most profoundly impacted by recruitment technology. One of the biggest advantages that recruitment technology has given to retailers is the ability to quickly and easily screen candidates.
The Technology Industry – one good example in recruitment
The technology industry is no stranger to the power of technology when it comes to recruitment. In fact, many tech companies have been using recruitment tech strategies for years.
One of the most common uses of technology in recruitment is for screening candidates. Many companies now use video interviews or online applications as a way of screening candidates before bringing them in for an in-person interview. This not only saves the company time and money, but it also helps to narrow down the number of candidates who are actually interviewed in person.
It is no secret that the world of work has changed dramatically in recent years. Thanks to technological advances, we can now connect with people all over the globe in ways that were once impossible. And as a result, the recruitment landscape has changed as well.
Now more than ever, companies are turning to technology to help them find the best and brightest employees. In this article, we will take a look at three industries that are harnessing the power of recruitment tech strategies.
The Hospitality Industry
One industry that is benefiting from the power of recruitment tech strategies is hospitality. With the rise of online travel booking platforms like Expedia and Airbnb, the hospitality industry has had to adapt quickly in order to stay competitive.
And one way that they are doing this is by using recruitment tech strategies to identify and target potential employees.
Some examples we found interesting in others areas
At first glance, the nursing and rail yard industries have virtually nothing in common, but medical staffing firms and railroads are both leaning into a new way of finding, hiring, and onboarding new employees.
Here’s how they’re doing it.
The most significant way that technology is impacting the nursing industry is through travel nurse recruitment using staffing agencies, which allow nurses themselves to use tech to find their next gig. Nurses and employers can include vital information in postings, including the length of job, pay, and location.
One company empowering both nurses and employers is Advantis Medical Staffing. The company uses both technology and communication to help make connections through transparency on pay and job duties, among other factors.
Advantis Medical Staffing CEO Dan Pollock says to Forbes “The best healthcare staffing agencies are using a combination of great technology with an exceptional human experience to provide an incredible service to the clinician and healthcare facility. Ultimately, through technology, companies are helping to connect clinicians more efficiently to the job they desire and healthcare systems can then provide much-needed care to their communities.”
Recruitment tech has been proven to be well received by nurses looking for new positions. A recent study shows that 57% of nurses report that they are comfortable using technology to search for travel nursing jobs on their own, but they prefer to work with a recruiter as well. This integration of tech into the interpersonal experience of hiring is promising for the future of recruiting.
2. Data Analytics
When Boeing realized it had difficulty filling IT specialist and data analyst roles, their HR team combined existing recruiting technology solutions with new approaches.
Using multiple touchpoints, Boeing focused on making candidates feel seen, heard, and wanted. This included a candidate care team that used technology — like a mobile-friendly application platform, videoconferencing software, and email-based relationship management software — to support high-potential candidates through the recruiting and interviewing journey.
Boeing senior director of global talent operations Dan Wilkinson says, “We are engaging with this candidate through a crescendo of interest that ends with them landing at Boeing rather than a slow-drip process. We’re focusing more on the candidate experience and differentiating ourselves through our culture, our priorities and our products.”
3. Rail Yard Operations
The Netherlands’ national railway system has long been a model of efficiency. In the past two decades, though, it began to buckle under the strain of network demand far beyond what its designers envisioned. This was a classic ‘good problem to have,’ but it still demanded innovative workforce solutions.
One set of solutions involved doing less with more — automating traffic control processes and streamlining rail yard operations to reduce demand on the system’s limited human capital.
Another set involved designing and building a more resilient, capable workforce through technology-driven recruiting and people management. Due to intense safety regulations, on par with those for the airline industry, HR used technology to develop rigorous psychological screening and fit-testing protocols to ensure that only the best-suited candidates made it through the initial hiring stages.
To reduce the labor market risk that could result from a smaller pool of suitable candidates, they simultaneously leveraged collaborative technology to break out core functions for each job. This allowed them to design more approachable roles that a wider number of candidates could fill with proper screening and training. Finally, they doubled down on the use of machine learning and big data analytics to improve the system’s efficiency and on-time performance without adding capacity.
The result: The system significantly increased the quality and resiliency of its workforce without significantly adding to its headcount — all the while ensuring the trains continued to run on time.
The labor market might be cooling, but employee replacement costs remain sky-high. And with inflation raging, they likely won’t come down anytime soon, even if the unemployment rate ticks up.
So employers that leverage technology to streamline their recruiting aren’t simply maxing quick fixes to a process notorious for causing headaches. They’re increasing the chances that they’ll hire rock stars every time and reducing the frequency and cost of bad hires. Less turnover has other benefits, too, especially in specialized industries where new team members take months to train up.
Your company can realize those benefits too, no matter what industry you’re in. But first, you have to commit to reimagine recruiting.