Businesses that haven’t incorporated HR technology should prepare for significant alterations in how candidates look for work and communicate with potential employers.
This article discusses what strategies small businesses can use to adapt to technological changes in HR.
Embrace New Forms of Recruiting
New technology has changed the way job-seekers look for work and how businesses find qualified candidates to fill their open positions.
Instead of placing ads in newspaper classifieds and Craigslist, businesses are now more likely to go where the candidates are:
A recent survey by Clutch found that over 40% of new hires found their current position on a job board, while around 25% found their job by networking and 16% percent through social media.
To keep up with current hiring trends, businesses should update their traditional hiring practices by:
Learning how to post job listings on platforms such as Facebook and LinkedIn.
Utilizing job boards to evaluate the competition and post job listings.
Networking on online forums that are related to their industry.
Online recruiting helps small businesses locate top talent for job openings and compete for qualified job candidates.
Adopt New Communication Channels
In the past, job-seekers were likely to fill out an application and passively wait to hear back from potential employers.
Now, candidates are more assertive when communicating with employers.
In fact, a recent survey discovered that job-seekers communicate with potential employers using a variety of different channels. These include:
Texting with employers during the interview process
Following them on social media
Chatbots or website forms/forums
Phone and email to communicate
To adapt to changing technologies, businesses should learn how to communicate with candidates across a variety of platforms.
For example, social media can appeal to traditionally passive candidates or those uninterested in using traditional routes to find work online. Snarkier or tones native to social may be the best engagement tool for this group.
The language you use to appeal to candidates on social, though, isn’t the same that you would want to use on online job boards – given that those candidates are assumed to be actively looking for new positions. In other words, you don’t have to market to this group as much about the fact you have open positions.
Use Digital Recruiting Tools
Digital recruiting tools can help HR departments in several ways.
Various tools provide a way for businesses to post job listings and accept job applications.
Recruitment software assists businesses more thoroughly and can help with tasks such as:
Recruitment tools can help your small business automate repetitive tasks, free up time, and identify job-seekers who are a good match for your company.
To AI or Not to AI?
Using artificial intelligence (AI) helps recruiters record and analyze data that provides valuable information on whether candidates will be a good fit for a company.
However, most job candidates don’t believe AI is currently helpful in the recruitment process. Public scandals such as Amazon’s secret AI recruiting tool that appeared biased against women tarnished confidence in AI.
Still, the majority of HR managers still believe that AI will play a larger role in the recruiting process over the next five years given AI’s significant advantages.
Small businesses should familiarize themselves with AI technology to understand HR trends and should use the AI software that provides their company with valuable information.
If they do, they can better identify candidates that fit their needs earlier in the process, which can help reduce the time and resources spent on your recruiting process.
Small Businesses Can Adapt to Changing HR Technology
HR technology is a logical and often intuitive extension of traditional recruitment methods.
Small businesses can save time and slash expenses with HR technology that reduces their workload and helps them locate more qualified candidates.