Recruitment Technology Trends to be Aware of in 2020

Tuesday, March 31, 2020

By Shahla Aliyeva

The number one challenge for youth today is getting a job. Many say that they have the necessary skills but find it hard to find the right employer. What if the issue is not the employer, but rather a lack of understanding on how recruitment technology works today?


There was a time when skills were all that mattered and an employer did not take long to bring in new talent. However, times have changed. Today, the recruitment process is a bit more complicated, thanks to technology. The process is about to get more technical in the coming years, and here are some trends you should watch out for.


HR Automation 

Companies are getting increasingly tired of sitting for a whole day to find viable recruitment prospects. This does not only waste time but also money and staff hours. A recent study showed that 72% of employers, who participated in the research, plan on automating talent acquisition by 2027.


HR automation helps streamline the entire recruitment process, making it faster and more effective.


HR Analytics and Data-Driven Recruitment

Data-driven solutions are the current selling processes in the business world. Every employer wants to make data-driven decisions before they factor in other issues. Thanks to recruitment marketing platforms and ATS (Applicant Tracking System), employers and the HR department have access to the needed data, which is then used to find areas that need improvement.


With HR analytics, time, cost, and quality hiring metrics are easily applied, making the process more efficient and beneficial to the company.


AI in HR Processes

Another trend that is quickly spreading in the HR department is the application of Artificial Intelligence. Many are worried that this would lead to loss of job opportunities for the HR staff. However, this is not entirely the case.  

AI is not meant to do away with human recruitment, but rather make it easier and more efficient. Whereas human beings could be biased, AI programs follow strict metrics, which make sure that shortlisted candidates meet the necessary criteria. But, can AI be biased?        Yes just like human beings, AI systems could be biased. Don't forget that, Artificial Intelligence is only as good as the data we put into them. Bad data can contain implicit racial, gender or other biases which are then reflected in AI systems.

The vast majority of AI systems will continue to be trained using bad data, making this an ongoing problem. But we strongly believe that bias can be tamed and that the AI systems that will tackle bias will be successful. One important way to improve AI systems is by having diverse teams building it.

Skill Integration

Now, not everything is up to the employer and the technology they decide to use. Potential candidates have a huge role to play, as well. Employers do not merely look at soft skills or education background. They go for both.


The trick comes when the technology used for recruitment requires both education-related and soft skills related tests. This has been seen in the online quizzes and psychometric tests that candidates take during the shortlisting stages of an interview. While these tests might be centralized to the position a candidate is interested in, some of them cover other skills such as readability and problem-solving.


Today, before an employer decides on what to advertise when looking for new talent, he will first look at what the company needs. If it is a data-driven developer position, then the human resource department needs to consider the software experience required and its benefit to the business. This way, the potential candidate will need to have relevant experience in that field. This experience is then verified using online tests that can be done even in the comfort of one's living room.


Talent Pooling and Technology

Internal and external recruitment are both active in today's processes. While there are times when a business will need entirely new talent, on other occasions, all that is required is to look from within the company and select an individual who can transition to the new opportunity.


While internal recruitment is cost-effective, it all begins with external recruitment. They are interconnected by collecting and storing staff data in a recruitment database. For example, if the candidate is good at using specific software, is he able to learn on the job how to use other related software to find needed solutions?


Once the candidate is on board, whenever a company wants to find a skillset integrated with what the candidate can do, his name will pop up after a skills search is conducted. This helps internal recruitment to be more productive.


There is no doubt that technology has a huge role to play in the HR department. As a candidate, your task is to make sure that you have the right skills and adaptability spectrum to make your way to the top. For businesses, the HR department needs to get on board and learn the latest beneficial recruitment technology to leverage their recruitment experience.