The Future of Tech Talent Acquisition
Technology is changing at an incredible speed every day and is affecting us in all spheres of our life. Hiring today looks different than it did a few years ago. The process of collecting and analysing CV’s and job applications have moved towards a completely different way – the digital direction – and it helps us to provide richer insights about the industry we’re working in.
According to Glassdoor, Social Media and Social Recruiting Software ranked top as the number one planned technology investment of 2018, with over half (52%) saying they plan to continue or increase investment. Employers believe that Social Media Marketing will be the most in-demand HR skill by the year 2020, followed by Data Analysis and Predictive Modelling. Up to the present, many companies have admitted to hiring through social networking websites such as LinkedIn, Twitter, YouTube and Facebook. Social network recruiting demonstrates that companies can find the best talent quickly, without having to incur a vast financial investment and time doing it.
Rachit Jain, founder and CEO of Youth4Work, believes that the next advancement in digital hiring will be biometric data and along with it cloud-based hiring, allowing to store all candidates’ details. I think that artificial intelligence will not replace us (recruiters), but will help us with an incredible amount of data that will need to be optimized to improve the work on candidates’ profiles. Furthermore, there will be a continued need for skilled recruiters to facilitate the human aspects of the process – face to face interview – that technology cannot replicate.
However, AI and tech talent acquisition are becoming more connected than ever. According to Harvard Business Review, 47% believe that by improving the use of analytics and machine-learning tools, they’ll be able to uncover highly qualified job candidates that will have a positive financial benefit on their business goals.
The truth is that AI can help recruiters and hiring managers in several ways. There should be a direct connection between AI and recruitment, as in the future, both will need each other in order to achieve their objectives. As an example, AI can help professionals with the creation of jobs, since this technology can use natural language processing to analyse job descriptions and the type of keywords and even where job seekers are looking for the same type of roles.
Recruitment and sourcing companies agree on one thing – that all information about candidates and the possibility of contacting them, as well as the whole recruitment process, should be simplified and optimized as much as possible.
The future of tech talent acquisition is promising and it’s clear that if you’re hiring, you’ll need to adopt a new set of strategies that will meet the job seekers needs.