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Is your HR Tech leaving the best first impression?
It’s well known that tech can be used to speed up the hiring journey and save recruiter time.
But it’s not just about process efficiency.
Recent research from Yello found that one in five Gen Z employees said a company’s lack of technology could keep them from accepting a job offer.
So today, the use of software or HR technology also helps to create a more attractive offer and positive candidate experience, but ensuring you are using tech well will be the difference between simply making a bad process faster, and creating a great first impression.
There are a number of ways that tech implementation can do more to hinder than help your recruitment efforts, for example:
To ensure any tech investments you make will improve your employer brand, you need to start with an understanding of your current position.
Use online forums such as Glassdoor to evaluate what employees and candidates are saying about your company online. This may highlight any existing issues with your recruitment and onboarding experience but it will also offer you insights about the culture and work-life experience of employees - something that you can aim to improve and highlight to new applicants, to counter any preconceptions they may have.
Ensure you fully assess tech options before you invest, using case studies to help you understand the value a platform can offer and clarify exactly what it is and isn’t capable of.
For example, many hiring tools include Artificial Intelligence (AI) as a way to improve the process, adding efficiency and eliminating human error.
However, there are still precautions to be taken when applying AI-assisted decision-making to your hiring decisions.
AI is based on machine learning and this recently resulted in global online retailer, Amazon, being forced to abandon efforts to use it to find software developers. The system it was using had developed a bias against women after analysing past recruits, who were predominantly male.
Had Amazon not noticed, the tech they thought would reduce bias and improve diversity would actually have been eliminating women from the recruitment process and creating a terrible impression of the company’s inclusiveness.
Is the tech you’re using at each stage of the recruitment process doing the best job? For example:
Make sure the tech you’re introducing is both right for your team and beneficial to the candidate experience.
Assess your current situation, look at the tech options available to overcome any existing issues and, crucially, make a plan:
Simply adding tech to a process is not necessarily going to improve it, so do your due diligence to ensure the tech your invest in is improving your current processes and, importantly, not doing anything to ruin your candidates’ first impression.