Let us admit the fact that we're witnessing the world's largest financial crisis due to Covid-19. Automation and digital transformation have had a significant impact on the way we filter and hire talent.
As the lockdown rolled over across the globe, corporations started adopting remote work culture, and the worst part is that most of them were unprepared for this sudden transition. However, due to sudden changes in the recruitment process, Talent acquisition folks understood the need for digital transformation and adopted digital solutions in the hiring process.
Digital transformation in talent acquisition simplifies administrative tasks, enabling organizations to improve the productivity of the recruiters. Furthermore, it helps recruiters to solve their challenges.
Now, let us look at how digital transformation helps recruiters to improve the hiring process:
Cybersecurity challenges arise with every technology. Security of applicant data, payment records, and other internal information are of utmost importance in an organization. Balancing quality recruitment and risk management requires awareness among the team members regarding digital security. Digital transformation helps in boosting security policies, procedures and provides the necessary infrastructure to effectively deal with the increase in candidate traffic and storage demand.
Real-time analytics in recruitment help the HR team to make informed decisions to enhance the recruitment strategy and create real-time changes. For example, social media analytics help the HR analyst decide the best social media channel for the job posting. Furthermore, Time-to-Hire and Cost-to-Hire data help to understand the ROI for the organization.
Larger access to the talent pool:
The Digital transformation in recruitment helps recruiters find more and better-qualified candidates faster than mainstream candidate sourcing techniques. Using advanced technology solutions, you can share your job postings on multiple boards with a single click. Furthermore, AI-based tools help reach out to people you won't meet otherwise in real-time.
Recruitment in high volume:
Digital recruitment technology allows recruitment managers to maintain a large number of applicants smoothly and helps recruiters go through numerous interview processes and shortlist the most qualified applicants. It also allows maintaining the quality of hiring, regardless of the number of applications. In addition, it helps to schedule pre-assessment and scheduling interviews.
Improve TA Metrics:
Recruitment data provide an insight into how close you are to reaching your recruitment goal. Recruitment performance depends upon the organization's talent acquisition KPIs. For instance, your performance as a recruiter may partly be measured by the time-to-hire KPI. By embracing recruitment analytics with KPIs, you can enhance existing recruitment methods that will positively impact your human resources department and, ultimately, your organization.
Easier candidate evaluation:
Digital recruitment provides several benefits such as less hiring time, efficiency, and ease to evaluate and reach out to maximum candidates. In addition, AI and digital applications reduce manual tasks, such as scanning resumes, auto invitation, pre-assessment, etc. Moreover, recruitment technology helps to analyze applications quickly and schedule the pre-assessment and interviews. This helps to increase the chances of hiring top talent.