Technology has revolutionized the way recruitment is done today. It has enabled companies to streamline their hiring process, improve the quality of their hires, and reduce recruitment costs. With the use of technology, companies can reach out to a wider pool of candidates, screen, and shortlist candidates efficiently, and select the best candidate for the job. We will explore the strategies for a successful hiring process with a focus on implementing technology-driven recruitment.

Benefits of Implementing Technology-Driven Recruitment:

  1. Wider Reach: The use of technology in recruitment enables companies to reach out to a wider pool of candidates. With the internet and social media, companies can advertise job openings, post job descriptions, and reach out to candidates from all over the world.
  2. Improved Efficiency: Technology has automated many aspects of the recruitment process, making it more efficient. For example, candidate screening and shortlisting can be automated, allowing recruiters to focus on the most qualified candidates. This not only saves time but also improves the quality of hires.
  3. Reduced Recruitment Costs: Implementing technology-driven recruitment can significantly reduce recruitment costs. Traditional recruitment methods such as newspaper ads and job fairs can be expensive, but with technology, companies can reach out to candidates at a fraction of the cost.

Let’s explore several large corporations that have used technology to improve their hiring process.

  1. IBM is a global technology company that has successfully implemented technology-driven recruitment. IBM has an AI-powered recruitment platform called Watson Candidate Assistant, which enables candidates to interact with the company’s recruitment process using natural language. The platform can answer candidates’ questions, provide job recommendations, and guide them through the recruitment process.
    The platform has been successful in reducing the time it takes to fill a position by up to 90%. It has also improved the quality of hires and reduced recruitment costs.
  2. Unilever, a global consumer goods company, has implemented technology-driven recruitment to improve its recruitment process. The company has a digital recruitment platform called “The Unilever Future Leaders Program,” which enables candidates to apply for jobs online and take part in virtual assessments.
    The platform has reduced the time it takes to fill a position by 50%, improved the diversity of hires, and reduced recruitment costs by 30%.
  3. Hilton is a global hospitality company that has implemented technology-driven recruitment to improve its recruitment process. The company has a recruitment platform called “Hilton University,” which provides training to candidates and employees, and enables candidates to apply for jobs online.
    The platform has reduced recruitment costs by 40%, improved the quality of hires, and reduced the time it takes to fill a position.

Results like IBM, Unilever, and Hilton are common. We have discovered that most companies start by assessing the entire hiring process, breaking each step into sections to assess gaps and identify areas to innovate. Here is a 30-60-90-day operational plan that could be used as a general
guide to start the process.

30-Day Plan:

  1. Conduct a thorough analysis of the company’s current recruitment processes and identify areas where technology can be integrated to streamline and improve the process.
  2. Research and select technology providers that can provide the necessary software, tools, and platforms to support technology-driven recruitment processes.
  3. Schedule demos and presentations with the technology providers to evaluate their solutions and identify the best fit for the company’s needs.
  4. Develop a budget for the implementation of the technology-driven recruitment program.
  5. Set up a project team to oversee the implementation of the program.
  6. Create a communication plan to inform stakeholders, HR staff, and hiring managers about the upcoming changes and training required.

60-Day Plan:

  1. Finalize the selection of the technology provider and sign a contract.
  2. Set up and configure the applicant tracking system (ATS) and other software platforms to support the recruitment process.
  3. Train HR staff and hiring managers on the new technology and processes.
  4. Integrate AI-powered tools to enhance recruitment processes, such as predictive analytics for candidate sourcing and chatbots for candidate engagement.
  5. Test the new recruitment process with a pilot group of candidates to identify any issues or areas for improvement.
  6. Develop a plan to integrate the technology-driven recruitment program with the company’s overall HR strategy.

90-Day Plan:

  1. Roll out the technology-driven recruitment program company-wide.
  2. Monitor and evaluate the success of the program, including time to hire, cost per hire, candidate engagement and satisfaction, and quality of hire.
  3. Use data and analytics to continually improve the recruitment process and identify areas for optimization.
  4. Provide ongoing training and support to HR staff and hiring managers to ensure they are utilizing the technology to its fullest potential.
  5. Build a talent pipeline and proactively source candidates using the technology-driven recruitment program.
  6. Develop a long-term strategy to continually improve and innovate the recruitment process through technology.

We have identified several key tips to make your implementation more effective.

  • Involve key stakeholders, including HR staff, hiring managers, and executives, in the planning and implementation process.
  • Provide clear communication and training to ensure a smooth transition and successful adoption of the technology.
  • Start with a pilot group of candidates to identify any issues and areas for improvement before rolling out the program company-wide.
  • Utilize data and analytics to continually improve the recruitment process and identify areas for optimization.
  • Build a strong relationship with the technology provider to ensure ongoing support and updates to the software.
  • Continually assess the impact and success of the technology-driven recruitment program and adjust the strategy as needed.

If you are at the beginning stages of implementation, we would recommend researching the following software providers.

  • Applicant Tracking Systems (ATS): Workable, Lever, Greenhouse, iCIMS, SmartRecruiters
  • Predictive Analytics: Entelo, HiringSolved, TalentIQ
  • Chatbots: Mya, XOR, JobPal
  • Video Interviewing: HireVue, Spark Hire, VidCruiter
  • Candidate Assessment: Criteria, Traitify, Plum

As we have discussed, implementing technology-driven recruitment can significantly improve the recruitment process, improve the quality of hires, reduce recruitment costs, and provide a competitive advantage. Companies should consider using technology in their recruitment process to remain competitive and attract the best talent. The case studies of IBM, Unilever, and Hilton highlight the benefits of implementing technology-driven recruitment and provide insights into how companies can leverage technology to improve their recruitment process. However, successful implementation requires careful analysis, planning, and training to ensure a smooth transition and maximum benefit from the technology.

For more information on how you might streamline your hiring process please email [email protected].

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