Most parts of our work lives can be improved by introducing technology, and in recruitment and human resources this is definitely the case.
On the surface it might seem like technology would be of only limited help in an industry as people-orientated as recruitment. Not many of us would want a computer program to make the choice as to whether we are accepted or rejected for a role.
However when implemented in the right way, recruitment technology can and does save huge amounts of time and paperwork, freeing up recruiters to work on things that can’t be done by machines.
Rather than replacing the human touch, increased use of technology in recruitment can increase communication and transparency – especially when social media and analytical reports are made available to all involved, organisation is key to the success of any recruitment process.
A centralised application portal puts all candidates in one place for easy review without the need for piles of paper, majorly cutting down on time and costs.
Added to which, any system based online rather than in paperwork and live staff is almost always faster and more accessible to everyone involved – candidates, clients and HR personnel. By being accessible 24 hours a day, from anywhere in the world and even from any kind of device, you’re potentially casting your net much wider and attracting a better selection of candidates. As mobile activity increases it cannot be ignored.
By allowing online recruitment portals to handle all parts of the process, you make savings in very many small ways – for example, not only can shortlisting a candidate for interview be done with the click of a button, but an email can be automatically dispatched to the applicant with a timeslot picked automatically from the hiring manager’s diary.
A great example of how recruitment technology benefits organisations of all kinds is Blue Octopus’ Octo recruitment technology. As a web-based software platform developed in-house, it is a comprehensive system for advertising, receiving applications, scoring, communicating and more – all designed to save time and keep everything in one place.
Where will hiring software take us next? The clear next step is for machines to handle not just what is essentially administrative work, but to take over the decision making process itself. It’s already happening to some extent – there are tools that will analyse applicants’ use of keywords and even sentence structure to determine if they would be a good fit. We don’t think the judgement of machines will ever come close to that of a person though – after all, good recruitment will never be a case of running through a checklist!
In the meantime, if you’d like to know more about Octo or book a demonstration, please get in touch on 01943 461 327 or email@example.com