The Future of Recruiting

The first post of this series explored the challenges of HR professionals and how incumbent and pending technological advances will shape the future of recruiting and talent management. This post focuses on how technology will help HR professionals get the right people in the right jobs.

According to Gartner, the largely reactive approaches to talent management that sufficed in the mid- to late-20th century are ineffective in an era of global visibility and opportunity for top talent.

In the current environment, talent has access to enormous amounts of information about almost any enterprise. Top talent is also highly visible globally. These factors are what tip the balance of power in the enterprise’s relationship to top talent (*Gartner, Competing for Top Talent: Build the Talent Platform, June 9, 2016).

Recruiting provides the lifeblood of business. But it’s a costly, intensive and often impersonal process that frustrates both employers and potential applicants. It doesn’t have to be.

Imagine the future of recruiting where a digital avatar acts as a personalized recruiter for each potential candidate. Once the process is initiated, the avatar guides your recruit through a series of fun tests. These gamification-inspired tests capitalize on our society’s inherent desire for competition while providing you with valuable information on the candidate’s intellect, ambition and personality.

Upon completion of the tests, each recruit is given access to a personalized portal, based on the information received at the start of the process. This system provides real-time tracking for the duration of the recruiting process. Applicants can also opt to receive push notifications, making it even easier to remain apprised of their status.

Prior to an on-site interview, your talent department can send out access to a personalized mobile app. Once downloaded, the app acts as a beacon, triggering a welcome upon entry to the building. As the applicant moves through the building, the app can also prompt other personalized digital interactions as well as cue important company branding information.

Transparent interview processes ensure that the selected candidate is the right fit for the role and the right personality fit for the teams that have overlapping responsibilities. Each departmental stakeholder will be given access to relevant parts of the interview process through a centralized HR portal. Feedback can then be given in an open forum, and the right candidate can be chosen for each role.

Each step in the process can be made more personal, intuitive and visual through technology—technology that is closer than you think.

The third installment of this series takes a look at how the future of recruiting technology will improve your onboarding process, because as much as your management team will be evaluating a new employee’s performance over the first few weeks, the new recruit will be evaluating your company even more.


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