“New technologies are revolutionizing the ways of accessing talent.” – The challenges imposed by today’s work culture and market demands require highly qualified professionals and that emerges enormous reasons why it is essential to attract and retain motivated and committed personnel.
With digital transformation plans emerging every now and then within organizations, especially in Information Technology (IT), the involvement of HR in digitization is notable. Modern changes have allowed recruitment management and its entire process to take a leap and reshape the corporate culture.
Employee Screening Allied With Technology (Recruitment Process)
Employee screening or recruitment is a never-ending and ongoing process of attracting skilled individuals, and retaining high-quality employees, thus creating an engaged and motivated workforce that will stay with the company for the long term.
Many new technologies have been embedded into the field of Human Resources: from increasing time management skills to improving the company’s employer brand and, consequently, its ability to attract and retain talent.
Evolution has been made in the traditional model of employee selection and many tech software and apps have been invented to facilitate recruitment management under a single platform.
For the employee screening processes, the new technological tools have enabled HRs at various levels, especially in everything related to saving work and precision in the screening of candidates.
Advanced Technologies Used in Employee Screening
Social networks, one of the communicative advances that best define today’s society, tend to diversify to stop being a merely social tool. In this sense, the use of professional social networks has proliferated in HR, where we find examples known as LinkedIn or InfoJobs.
These are virtual platforms that put professionals in contact with companies. In this meeting, the companies are the most benefited, since they have at their disposal a vast digital catalog of CVs without leaving the office.
Thanks to these social networks, six out of ten companies admit to using social networks in their selection This is because companies carry out more efficient searches, while saving much of the scouting time by having all the information at hand.
These social networks offer us a database of professional profiles of unimaginable quantitative proportions. But having so many options, how can we know which profile will best suit our job?
Big data analysis was born to solve this type of problem as it is a modern technique for processing massive information, which analyzes it and extracts the pertinent knowledge that we want.
For example, big data analysis allows us to process a large number of CVs from the aforementioned social networks, and then offer us objective data about the profiles that best suit our position or that have the best projection in our company.
In this way, we can achieve considerable savings in selection time and obtain results from an objective perspective never seen before.
Artificial intelligence is a new field of computer science that focuses on developing software that can solve problems that a person would normally solve. The big difference from traditional computing is that an AI has the ability to both process information and interpret it.
So, we are talking about a technology that is related to big data analysis, from which it not only extracts the pertinent information but can also learn from it through deep learning processes to solve problems later.
Although it may seem like science fiction, the use of AI technology in HR is not uncommon. In fact, 49% of companies using artificial intelligence do so to improve recruiting processes.
An example of the use of AI in the recruitment process is chatbots, an automatic chat tool used to communicate with potential workers during a selection process. With chatbots, we can collect new information from the candidate at the same time that will automatically keep them informed during their selection.
Virtual reality is another tool that is gradually entering the field of HR. This is a very helpful resource for the selection process since we can use a virtual reality environment as a simulator for the vacant position.
Thanks to VR technology, it is now possible to generate ideal simulation scenarios to test candidates in a real and authentic context. In this way, we can obtain valuable information that we would not get through an orthodox interview.
The modern-day Employee Screening is determined by social changes and the evolution of people. The success of recruitment is transparently reflected in the implementation of new technologies and processes in the HR area.
So have you implemented technology within your Employee Screening process yet?
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