Smarter Recruiting – Top Three Technology Considerations for 2021

December 10, 2020 Peter Gold

It’s safe to say that 2020 has been a year of twists and turns that have prompted changes across the business – recruiting included.

But, actually, the business triggers – being agile, creating a great experience, more diversity – has always been a top priority in recruiting. These imperatives pre-date the pandemic and are now even more important for business success. Of course, recruiters now face new challenges when it comes to flexibility, remote working, wellbeing, among other things.

Watch our video on the recruiter’s place in this changing world:

Navigating and finding the right talent acquisition technology can feel overwhelming. But don’t worry, we have you covered, and suggest you look closely at these areas.

The experience you are creating

You must consider what your candidates are anticipating – as we know, our lives are full of intuitive technologies we have come to rely on. The standards and expectations are high. Also, in those first few interactions you are giving the candidate a sense of the type of employer you are, and this is particularly important in competitive hiring environments. Ask yourself:

  • Is my careers site engaging and truly reflective of the employer brand?

Modern applicant tracking

There are many Applicant Tracking Systems (ATS), but they must flex to your needs. Simply tracking applications and storing candidate details are not enough to optimise the recruiting process. Your ATS must support sourcing, increase engagement, help schedule interviews, include advanced analytics, like benchmarking and hiring metrics, and of course, seamlessly integrate with your careers site. Ask yourself:

  • Beyond roles and rights for user administration and access, are recruiters and hiring managers able to customise their own views within the system to suit their preferences?

Managing multiple recruiting requirements

Centralising a process and approach should not come at the detriment of specific needs of a country, subsidiary, business unit or brand. You can avoid the complexity of having a myriad of technologies and keep consistency and costs under control. Creating a base will also ensure you can support scale and growth in your organisation. Ask yourself: 

  • Can recruiting teams in different countries, subsidiaries, business units or brands manage their own recruiting workflows, careers pages and can they cultivate their own candidate experience?

We’re seeing increased scrutiny on technology investments, and it’s no surprise really. The pandemic may have accelerated transformation, but budget must be carefully spent, and the right partner must be carefully chosen. Don’t forget to not only look at the technology, but the company behind it too. In the final stages of technology evaluations, check your vendor is financially stable, can provide customer references and has proven implementation methodologies.

For more information on how you can build processes of agility, authenticity, skills and learning into processes that support your recruiting resilience, visit our Recruiting Unbound portal.

About the Author

Peter Gold

Peter Gold is a Talent Acquisition technology thought leader, blogger and speaker working with Cornerstone and our clients to help them utilise Cornerstone technology to attract, hire, retain and develop the best people. As a Principal Consultant for Cornerstone, Peter believes that companies can't build a great business without hiring great people and once in the organisation, great talent expect great technology that helps them achieve both personal and business success.

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