How HR tech is changing the face of recruitment - RMI
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How HR tech is changing the face of recruitment

How HR tech is changing the face of recruitment

Technology-driven trends are transforming all industries – HR is no exception. Throughout Asia, HR tech is taking over everything from recruitment to performance reviews. Once manual, time-consuming, costly and error-prone tasks are (thankfully) being overhauled by automated systems. But, is there an opportunity cost?

Let’s look at one of the most critical steps in the recruitment process – background screening. To attract top talent, companies are heavily investing in new automated screening tools which are indeed addressing a wide range of needs, this includes:

 

  1. The need for speed

Automated systems can sift through data at an accelerated pace, well beyond compare of any human. Integration between Applicant Tracking Systems and online screening platforms are also on the rise. This allows hiring managers to better coordinate the ongoing stream of communication, reduce workloads and improve efficiency. The result, faster time-to-hire rates.

  1. The need for fairness

They’re also helping enhance the candidate experience by removing bias and giving every applicant the same standardised procedure and to the same appropriate vetting standards.

  1. The need for accuracy

The systems can also help reduce data entry errors and eliminate unnecessary steps or errors by populating data from candidate’s profiles, such as LinkedIn or from Applicant Tracking Systems or HRIS.

  1. The need for compliance with local laws

Automated solutions can be tailored to adjust to local nuances in different markets. This helps balance the need for global consistency with compliance toward local laws, regulations, languages and customs.

  1. The need for richer analysis

The dataset that can be covered by automated systems is wider than ever before. Systems can cover data from various sources, remove external clutter and analyse possible connections, patterns, and trends and remove false positives and duplications.

  1. The need for deeper risk evaluation

Algorithms can also map possible affiliations, links and intersections of any potential employee with suspicious activity with ease. Not only is a company’s security, regulatory and legal data protected but the wellbeing of their employees and customers is also improved.

  1. The need for real-time analysis

New tools are not limited to historical data, they can go through documents in real time and regularly update databases. This keeps searches fresh, current, and aligned. Even identify verification can be performed completely in real time using photos taken from candidates mobile.

But will technology alone give you an edge?

We believe, for all the benefits of new technology, companies still need to find the right mix of tech and touch. Technology should not replace all HR processes after all, isn’t HR meant to be a human endeavour?

We’re not saying you must resist the benefits of artificial intelligence, technology and automation. There’s no denying the benefits. But to get an edge, find the right mix.

Put yourself in the candidate’s shoes and ask yourself – wouldn’t adding that human touch, and having an open, face-to-face communication with a prospective employer become a real differentiator? Remember, today’s top talent is no longer knocking on the door.

The reality is in today’s candidate-driven market a relationship-based approach to background screening is a key differentiator. Most top talents are receiving multiple offers and when you put them through the background screening gauntlet, they are using it to understand you, as much as you are trying to understand them. Companies that rely solely on the technology end up delivering a transactional and impersonal approach and risk losing talent along the way. Potential candidates jump ship because they end up finding a company that makes them feel belonged. To belong is an innate human condition that no technology can ever replace.