The industry has already faced complex labor markets and it will certainly not be the last. Companies gain an advantage in the battle for talent and build an employee-centric culture by proactively using today’s technology to automate redundant processes, collect business analytics, reduce employee workload and streamline recruiting.
The volatility of today’s job market has become synonymous with phrases like “The Great Resignation,” and for good reason. According to the Bureau of Labor Statistics, there were a record 9.3 million job openings in April alone.
Companies are under more pressure to attract, hire and retain employees in a market where competition for talent, rather than a shortage of competent candidates, is driving the market.
The problem of talent retention today affects all industries. It’s time to think about how technology could act as a competitive differentiator in the hiring process as the fight for the best candidates intensifies.
Bringing tomorrow’s technology to today’s workforce
Companies using old, legacy processes and tools will not appeal to the modern masses. Instead, to succeed in the recruiting game, recruiters must enhance their technology offerings and networking capabilities by including tools for these three areas:
- Communication –Supporting a modern, well-connected workforce starts with communication systems that offer email, direct messaging, project management, video conferencing, and other features. Employees are more likely to be engaged and satisfied with their jobs when they feel connected.
- Training –Internal mobility is the answer for companies trying to reduce turnover and increase retention. Employees want innovative and exciting solutions they can use to learn and develop new skills, so companies that offer the ideal mix of innovative technology, specialized training and coaching will be highlighted.
- Efficiency –Technology is meant to make life easier, and candidates expect this at work in the form of rapid innovation, automation, etc. Today, more job prospects indicate a preference for technology-driven productivity in the workplace.
Also read: Three Fallacies About Generational Disparities in IT Hiring
Hiring from a global talent pool
Before the pandemic, location was a deciding factor in recruiting, but remote work has removed geographic restrictions, allowing hiring managers to cast a wider net.
For companies that want to tap into a global talent force, technology that enables virtual interviews for early contact with candidates is a good place to start. Companies must also be able to ensure confidential and secure access to a virtual workplace if they want to take this remote work mindset that employees seek to the next level.
With an increase in cybercrime coupled with new remote work trends, the data recovery and built-in security features provided by the cloud can ensure that employees can stay connected and productive from anywhere. Finding a platform that enables secure encryption from any desktop or mobile device is especially crucial, as it gives employees a secure and flexible means of accessing company data while reducing the risk of data breaches. ransomware attacks and IT outages.
AI can streamline the hiring process and reduce bias
While resume reviews and face-to-face interviews are helpful during the hiring process, it can take a long time to narrow down a final pool of applicants. How can companies effectively weed out unqualified candidates and contact qualified ones so that the hiring team only interacts with them?
The key is to use artificial intelligence and machine learning to speed up the background screening process, while automation moves candidates up or down the ladder.
Improve training and onboarding
The next step for companies is to assimilate the best talent into the company once they have been hired. The productivity and retention of new employees can be improved through a well-structured onboarding process.
A virtual database can more effectively convey role information such as requirements and skills, and real-time communication tools make new hires feel engaged and on board. But in the future, new technological developments can also be used to make the onboarding procedure more interactive and interesting.
Using new technology doesn’t always involve a rip-and-replace strategy. The technology stack must be flexible and scalable. Therefore, organizations should be cautious about choosing platforms or partners that can integrate with their current tools and processes while investing in next-generation technology to address some of today’s top hiring and management concerns.
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