The pandemic has had a significant impact on the talent search and hiring process that caused brand new recruitment trends. Some businesses have already been practicing remote hiring and virtual interviewing. So they didn’t waste time building new techniques and continued to work in their regular mode. Those not prepared to operate online have spent a lot of time setting up a talent acquisition system to find candidates and hire them without face-to-face meetings.
HR automation software can handle routine processes. It saves time for creative and complex tasks that require direct specialist intervention. The more innovation you master and implement in your talent acquisition and hiring process, the more competitive you will be as an employer in 2021.
The world is continuously changing. And if you don’t keep up with it, you’re losing time, money, and potentially better employees that may go to your competition.
Let’s take a look at 2021 job search trends. Here’s how innovations have disrupted the field during the pandemic and how artificial intelligence can automate routine TA tasks.
Virtual Interviews Is The New Reality
Virtual job interviews made a breakthrough in 2020. Candidates continued to look for jobs, companies expanded their ranks and the geography of their talent search. Nevertheless, the pandemic also significantly curtailed many opportunities. Virtual interviews, along with diversity and inclusion, have become essential to business development and attracting the best candidates. Virtual hiring removes country borders and giving employers access to the most suitable candidates in any country in the world.
In 2021, virtual interviews will become as commonplace as real ones. Companies will have to adapt and implement new systems to find and secure the best candidates.
- Advantages of virtual interviews:
- Significant amounts of time saved for both the TA department and job seekers.
- Smarter management of resources.
- Ability to find a candidate anywhere in the world
- More flexibility for both businesses and employees.
We will have more in-person interviews, but certainly not to the extent that was pre-COVID-19. Candidates have learned to work remotely and communicate virtually. I would go so far as to say that leaders have been forced to trust the process more and rely on their ’feelings’ about a candidate less.—Liza Voticky, Transformational Talent Attraction Executive
HR Automation Processes
Digitalization changes the work of HR and TA teams too. Recruitment workflow automation allows you to increase the efficiency of your department significantly. It is one of the 2021 recruiting industry trends. Thus, the team has much more time to perform complex tasks. Routine tasks will no longer take up the recruiters’ time. And working out candidate search strategies and making strategic decisions will get more time and attention.
What processes can you automate in HR and TA departments?
- Searching for candidates, filtering out the most unsuitable ones at the initial stages.
- Onboarding of newcomers: with checklists, recruiters can automate their adaptation.
- Scheduling for each employee and job seeker.
- Managing and controlling the efficiency of employees.
- Managing days off, holidays, and sick leave.
- Reducing the risks of human error.
An RPA task HR automation tool can significantly simplify a recruiter’s routine. RPA can easily automate the keystrokes required to send job data to sources. You can also use it to schedule newsletters to candidates about new job openings. This way, you can ensure that you reach the maximum number of individuals who will see the latest job opening. Thus, your TA or HR team will have more time for interviews and talent sourcing.
With this tool, a talent acquisition specialist can also simplify their tasks after receiving candidate resumes. For example, getting additional data, sending forms, and verifying information can be automated.
The more automation there is in the TA department, the more efficient it will be, and the less time will go into simple daily tasks. Technology is developing quickly. So, it is worth thinking about automation now and not putting it off until later. Let machines deal with ’boring’ tasks while your specialists focus on more significant goals.
How AI-powered Talent Acquisition Tool Can Help
The use of artificial intelligence to find new hires has changed many companies’ operations. You may not realize it, but in the initial stages of the applicant tracking process, AI can communicate with candidates to filter out unsuitable people. Chatbots can identify candidates before moving onto the next recruitment process stages. Research from HR.com found that 50% of employees surveyed believe AI will play an essential role in recruitment and talent acquisition.
AI for recruiting can help an employee search department accomplish many tasks, from automating routine tasks to scheduling interview steps. Soon, artificial intelligence will be able to automate employee search tasks and learn to adjust its capabilities to the HR department’s current needs. Implementing AI in your business will make tasks more efficient and allow your company to get an upper hand in the market.
With AI-powered analytics and automation, online recruitment may become and remain the preferred approach, even when many of us return to the office. But how can companies make the transition from an in-person to a virtual talent acquisition process while ensuring that the candidates hired are verifiable, qualified, and a great fit with your company’s culture? This will mean adopting a number of best practices designed to address some unique challenges.—Marilyn Tyfting, CCO at TELUS International
By implementing machine learning technologies, you can significantly improve your talent search and attraction process. Tools will help you identify passive and active candidates within a couple of seconds after publishing a vacancy on a job site.
AI can analyze large amounts of data and provide results comparing multiple candidates for the same position. Just imagine the time spent on this task if a talent acquisition specialist did this manually.
With machine learning, TA teams will be able to analyze candidates more deeply. Meanwhile, AI will predict a person’s future behavior in a new position based on their previous experience. A human can also create such predictions, but it will take longer, and the accuracy of the predictions will be much lower and less data-driven. Machine learning gets smarter each day, and the accuracy of AI predictions is also growing.
Regarding the job search for a candidate, artificial intelligence can be beneficially applied to job sites. The tools will match relevant vacancies to candidates’ experience and requirements. It will save the job seeker time and allow them to focus on priority companies.
These will be the main trends in recruitment for 2021. Is your company ready to keep up with them?