Technology changes the way we view, experience, and appreciate the world. The same applies to business. The way human resources recruiters went about their business in 1988, for example, is almost unrecognizable from the way they do it today. If you don’t stay on top of technological advances and data trends, you can get left behind, which means you may miss out on the most qualified candidates or best opportunities for employment. Here are some trends that will alter how we administrate human resources in 2018.
Previously, if you had a job to fill, you posted an advertisement in a traditional or new form of media and waited until candidates contacted you. If you were looking for employment, you perused those media venues and searched for a job opening that met your skill set. Today, with the prevalence of data online, candidates for employment and human resources recruiting agencies can â€œmineâ€ databases, searching for desired skills or job duties and select the best fit they find.
This method of identifying opportunities and contacts is called â€œFind and Engage.â€ It allows both sides of the employment equation to narrow down their searches to get the best fit for whatever job is in question.
â€œShortlistingâ€ is the future of candidate recruitment, but to do that, there must be a robust method of reviewing resumes and identifying traits, characteristics and experience that applies to the jobs available. The easiest way to do this is to standardize how online job applications and resumes are formatted. Streamlining allows for specific terms, experience or education/training to be collected and segmented, allowing for a searchable database that can match qualified applicants with job openings, which makes the job of a human resources headhunter or recruiter much easier.
A picture is said to be worth a thousand words and when compared to a traditional resume or CV, it’s doubly so. Having an applicant cut a video to introduce themselves is much more engaging than relying on words on a sheet of paper.
Targeted Job Placement
In the past, job placement was kind of a hit or miss, catch-all sequence that often put people with inadequate skills in specific positions. Data mining is changing all that. By focusing on specific skills, experience or education, weeding out those who are not qualified for a job is much easier. Applicants can also be selected on the same, which means you can match specific skills to an applicantâ€™s skill set, ensuring competency before they start.
Technology is changing the way human resource recruiters, headhunters, and candidates go about locating employment that is a good fit for everyone. Staying on top of trends means narrowing down the field to the most qualified becomes easy. Falling behind means the most qualified will most likely get picked up by someone one else or some other organization.