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2019-Recruitment-Trends

The Latest Recruitment Trends in 2019

With the onset of 2019, there are going to be some new developments in the recruitment space worldwide, as each year brings with it a host of exciting possibilities and challenges. 2018 was the year when AI, automation and HR analytics were the most talked about terms in recruitment, and since the technology was still very new, these will continue to remain the mainstay of innovation in recruitment. What else is going to impact recruitment in 2019? Let’s examine.

Recruitment technology has witnessed a number of new developments in 2018 with terms like GDPR, Automation, AI and Blockchain becoming a part of public discourse. 2019 is likely to be even more revolutionary, with new developments in data analytics, & AI and machine learning, providing a favorable environment to transform the recruitment industry. However, organizations across the world will also have to step up their game to keep a tab on the emerging trends, evolve their infrastructure to implement new tools, and adopt best practices. Here are some of the major trends that will make their presence felt in 2019:

Growth of recruitment marketing technology is the latest recruitment trend in 2019

In simplified terms, recruitment is about selling roles to potential candidates. Amidst sustained talent shortages in the latest skills, it is imperative to use recruitment marketing and new marketing technologies to reach candidates through different channels at their preferred time of the day. Even after fifteen years, LinkedIn remains one of the most potent sources of highly qualified and experienced candidates as it has successfully managed to evolve the platform to fulfill the demands of the recruitment industry. Similarly, recruiters need to make sure that they are implementing best practices while performing daily routine jobs like job posting to get maximum visibility among the jobseekers.  Also Read: Recruitment Strategies to Attract and Retain Talent

This is why Search engine optimization (SEO) will continue to play an important role as it provides the necessary visibility to job postings on the web. Most job applicants use search engines like Google to find jobs, and therefore, SEO will remain an essential component of recruitment marketing toolkit.  Email marketing also continues to remain a vital means of communication with candidates.

In addition to all of this, one must not forget that with this smartphone generation youth, mobile apps, push notifications and Whatsapp has become a preferred source of candidate communication. There is an increase in the usage of Rich Communication Services (RCS) which in turn is leading to better engagement rates. These tools can also integrate with ATS systems are therefore ideal for improving talent engagement rates.

Improving candidate experience with Artificial Intelligence is the latest recruitment trend

Talent acquisition is one of the areas where artificial intelligence has found widespread acceptance. The reason behind this is that AI has shown verifiable results in improving recruiter productivity, reducing time to hire and hence improving candidate experience making it more intuitive and seamless. In 2019, we can expect to see continued exploration of possibilities that can be achieved with the application of AI, and the various ways in which candidate experience can be further simplified.

Whether it’s the bots that are making the application process faster or apps that simulate human conversations through text boxes or voice commands, AI is making more job search more fun for the candidates, enabling them to apply to jobs quickly and engage with employers with ease.  Using these AI systems recruiters will be able to proactively communicate with candidates, and provide them with a 24/7 high value interaction consistently. Also Read: Why is Candidate Experience so Important?

 

Background verification and assessment technology is a top recruiting trend in 2019

Background verification and assessment is another area where AI is promising to make an impact and 2019 will certainly show some of that result. While earlier employee background verification process was manual and costly affair, often managed by external agencies, with Artificial Intelligence coming in the picture, this space is also undergoing a transformation for good.  AI and machine learning promise to make the employee background verification process quicker, smarter, and more effective. An example of AI application in this space includes the Israeli startup, Intelligo, which is using AI and ML to make employee background verification 90% accurate. Another startup Vervoe introduced a hiring platform that uses machine learning to screen and predict skill sets, besides automating employee background verification.

In an age where digital fraud is on the rise and where recruiters spend multiple days on finding the right candidates, it’s vital to make use of background screening technology to avoid waste of their valuable time. Also, since the process of background assessment is multi-level, complex and time consuming, it makes for a perfect area of AI application.

The death of the CV will be a major recruitment trend in 2019

With Applicant Tracking Systems taking over recruitment, most organizations now have their own private database of profiles, stored on the cloud. This means that candidates don’t have to carry their CVs everywhere they go for an interview. Also, we’re going to see a change in how employees interact with candidates. Video interviews will become big where employers will have a chance to directly assess the candidate on the basis of their soft skills, personality and knowledge without having to call them for a face to face round to the office. Doing so will allow recruiters to easily assess candidates on a range of skills, from individualism, to creativity and an awareness of technology.

ATS Vendors

A Guide to Boolean Search Recruiting with Examples

Talent sourcing is simple. You have an open vacancy in your organization. All you have to do is perform search basis keywords, designation, location, job title, experience, skills and other requirements in your ATS which obviously will return the best profiles matching your query and behold! You have found your candidate.

Okay. That was all in good humor!

We all know talent sourcing is the trickiest part of hiring because the software that you rely on may return the highest qualified candidates, but it may or may not return the best candidates for that role depending on the search and matching capabilities it comes equipped with.  Today vendors may entice you with fancy words like Artificial Intelligence, Machine learning and cognitive computing but before these technologies exploded on the scene, most Applicant Tracking Software relied on Boolean search for their search and matching capabilities (and they still do).

Search engines like Google have been the flag bearer in this area as they first introduced Boolean in their search algorithms which was followed by much complex Semantic search and quickly progressed to AI based deep learning algorithms for returning search results to user queries. Recruitment has been quick to pick up the clues and has followed in the feet of the online search industry.  The current breed of recruitment software has vastly improved algorithms to source candidates more effectively.  We will see now how the search technology in ATS has moved from Boolean to Semantics and why the shift was necessary.

Boolean search strings in recruiting

Recruiters have relied on Boolean search for returning matching candidates from their company’s CV database in an ATS, or from other systems such as LinkedIn for a long time now. The search technology in most applicant tracking systems is an application of a standalone Boolean logic or combination of a two or more Boolean logics. Being equipped with a Boolean search functionality means you can use “OR”, “AND”, “NOT” , word operators to find candidates for particular requirement. In addition to these, we also have the “” and ().

So in total, Boolean logic works through five operators

  • OR
  • AND
  • NOT
  • “”
  • ()

For example, if you are searching for a marketing executive for your digital marketing team, and the manager insists on a Google Adwords certified individual, all you need to input is Marketing AND Google Adwords through a text query. If your recruiting solution has well-built taxonomy you might not even have to type Google Adwords in the query box, as it would automatically show in suggestions or fetch a Google Adword certified individual once you input Marketing as a key skill.  However, taxonomies are more of a semantic search concept than pure Boolean logic.

Other boolean search recruiting examples can be:

  • Job skill AND Experience AND Location

Software Development AND 5 years AND New York

A candidate who has software development as a skill,  5 years of experience and preferred location as New York.

  • (Job Skill OR Job Skill) AND Experience AND Location

(Software Development OR Software Testing) AND 5 years AND New York

A candidate who has software development or software testing (any one of the two) as skill and 5 years work experience and preferred location as New York

  • (Job Skill NOT Job Skill) AND (Location OR Location)

(Software Development NOT Software Testing) AND (New York OR London)

A candidate who has software development as a skill but software testing is excluded and preferred location is New York or London.

In an ATS these logics are also applied through check boxes and extensive filter

As it is evident, Boolean is a pretty easy way of constructing a query that fetches some relevant data.

Limitations of Boolean search techniques

True enough, boolean logic can find you candidates from your database as long as the search is syntactically correct. But that doesn’t mean it is finding you the best candidates. One limitation is that Boolean search works on exact terms specified in the query. For instance, a recruiter searching for “Web Designer” would certainly miss profiles that do not have the term and are alternatively listed as “Front End Designer”, or “UI Designer”.

The other problem that comes with Boolean search is the limited parameters around which you have design your query. For instance, if you need a candidate with 5 years’ experience in a particular skill set, such as software testing, there is hardly any way to specify this using Boolean, unless the developers of the Applicant Tracking System went to extreme pains of creating the most advanced Boolean search system. Another limitation is the sheer number of results that a Boolean query returns and that too not in any particular order. To get to the best possible candidate, the HR might have to open each profile and find the best match, which again is a time taking process depending on how large is your database of profiles.

Evolving to Semantic Search Recruiting

Some ATS’s have fought this drawback by providing functionality where candidates are divided in Premium and Other category based on predefined parameters like their College, Experience Years, and Current Employer. But that’s not good enough. Therefore, it’s time to look beyond and incorporate new search technologies with Boolean to make the most effective talent sourcing machine. With arrival of Semantic search and the age of artificial intelligence we have big hopes for sourcing and recruiting industry. How this search technology is different from their previous counterpart, we will study in our next post.

(Also Read: The Benefits of Semantic Search in Recruiting)

 

Choosing the Right Recruiting Software for Your Business

Choosing the Right Recruiting Software for Your Business

Enough has been said about the importance of using automated tools for hiring.  Irrespective of whether you use the latest cloud-based technology or traditional on-premise HR software, the benefits of these recruitment solutions are immense (Also Read: Advantages of using an applicant tracking system). Technology in itself is a huge enabler as it empowers the user to perform more tasks with greater efficiency and accuracy. However, if the choice of technology you use does not match your needs, then much of those benefits that we expect become of little importance. Here is a primer on how to choose a recruitment software that suits your company.

Convincing the top executives of the company to invest in new HR technology, especially in new recruitment solutions is a tough task. You have to justify the cost with the expected ROI, show some concrete evidence in the form of case studies and what not! However, even before you make a move towards this boardroom discussion, you should be sure of what you have chosen as an investment is actually good for your company and suits your hiring needs. An imperfect choice can cripple your productivity instead of improving it.

Here are some points to keep in mind while choosing a suitable recruitment software:

Define your recruitment software requirements

The marketplace is replete with a number of recruitment tools. But not all of them are designed for all types of industries and businesses. If you are into consulting, your expectations from a hiring software will be very different from a product company. Similarly, if you are a startup, you might not require a full-fledged enterprise recruitment management system, as you will be hiring less than, say, an established company with 1000 or more employees. While researching a potential hiring tool, be sure to ask some relevant questions like:

1.) Who was this software designed for? What is the target audience?

2.) What are your current requirements?

3.) Is the software scalable for your future needs?

4.) Who designed this software? Do they have the relevant expertise?

The answer to all these questions will throw up some interesting facts which will be essential when you take the final call.

List the functions that your recruiting software should perform

Once you have sorted out your current requirements and future needs, it’s time to list down the essential functionalities that will fulfill those needs. Think function first. What are the tasks that you want the software to do with minimal manual intervention? Common HR tasks like job posting to different channels, resume collection at one place, resume matching, CV upload, interview scheduling, sending interview emails and reminders must be on top of this list. Any software that you choose should do all these and much more such as tracking candidate progress, automatic SMS/email alerts, analytics and reports and social recruiting through channels such as Facebook and Twitter.  By deciding all that is integral to your hiring process, you can start assigning value to the vendors and their tools accordingly.

(Also Read: Recruitment Software Features)

Select a recruitment software with a user friendly design

Any piece of software that has a steep learning curve is always looked at with disdain by the users, however feature rich it might be. No one wants to waste time trying to figure out the right combinations when you want something done. Recruitment management software should not require long hours of training or high levels of tech know how. The interface should be intuitive and offer minimum resistance to even the first time users. If you are unsure, take the trial version first and explore it extensively before zeroing on any one tool.

Choose a recruiting software which is cloud based

There are many organizations that use different tools for social recruiting, job posting or maintaining internal and external communication. If you also have an existing HR management system in place you would want the new recruitment tool to seamlessly integrate with your current system. A smooth interaction amongst different layers of technology is essential for a quicker transition and greater performance at work.

Again, cloud based systems are all the rage in the market currently and rightly so, as they have numerous benefits over the traditional on-premise software. In ideal conditions, your choice of software should be online or web-based, as the learning curve is less, and you won’t have to spend huge lumps of money on buying servers and other hardware and hiring trained IT personnel for maintaining them. Cloud based system can also be accessed remotely, and require minimal maintenance.

(Also Read: Why Cloud Based ATS is a better option)

Look for a Cost Effective Recruitment Software

The argument that you will be saving efforts through technology is never going to convince the CFO for investing in a new tool. Any investment’s ROI is judged on the basis of the money that it either saves or earns for the business. Therefore, while deciding on the hiring tool you should be able to justify the costs with the ROI. The most feature rich software will also be the most expensive. Will you be able to justify the costs involved? Therefore, while doing your market research, take your time to explore the different options available, make the most of the free trials, and chalk out the options that fit in your budget. If necessary, negotiate with the vendors and squeeze out the best possible deal for your company.

(Also Read: How to Convince Your Management to Invest in HR Technology?)

Consider data security in recruitment solution

Even the best of software require a helping hand to operate at least occasionally. The importance of good vendor support increases if this is the first exposure towards latest technology for your recruiters. Choose a software vendor that is able to deliver necessary training and support whenever required in a timely manner.

If you are choosing a cloud-based solution, data security is of paramount importance. Recruitment involves sharing of a lot of sensitive and private information and keeping that data in safe hands is no less important than any other aspect of your business. A non-compromising attitude on data security will also lend your brand greater credibility in the market and can become one of your USPs.

(Also Read: How to Get Most Out of Recruitment Software? )