The new decade brings promise of a technological future where tech and real life will work together seamlessly. The world of HR is no different. With better recruiting tools, HR teams and leaders can save on valuable time and costs in the recruiting process. There’s no shortage of recruiting tools available, but we’ve found the top 8 recruiting tech tools for 2020.
1. Streamlined, self-service applications.
This tool enables applicants to apply for a job at their own pace. They can start the process and then save it to continue it another day. This gives them control over the process so they can give more thought to answering questions. It can also save them time by auto-populating information across multiple forms.
A recruitment chatbot works the same as any other chatbot, but it’s adapted for recruitment. The tech can respond to potential hires out of business hours, to answer any questions they might have. But it can also run pre-interviews. This frees you from having to talk to hundreds of unsuitable candidates.
3. AI for screening
One of the handiest recruiting tools of 2020 will be AI for screening. These tools screen for potential fit and abilities to shortlist candidates. This solves a big challenge for recruiters—too much volume.
4. Bias filters.
Unconscious human bias is still all too common. As such, a multitude of recruiting software has been created to help solve the problem. These tools use AI to combat bias around candidate demographics during the sourcing and screening phases.
5. AI-powered talent searches.
AI can comb through millions of data points to find potential candidates among a variety of sources. Recruitment agencies, career boards, and social media—sources that would take a human hours to trawl through. This tech provides you with the ability to tap into a much deeper talent pool.
6. Predictive analytics.
Predictive analytics is fast becoming an essential AI tool for employers who want to stay ahead of the game. This tech allows employers to use the power of data to make predictions about candidates. This info can give an early hint of which candidates are most likely to make it in the role and which probably won’t.
7. Remote technologies.
Sometimes the best candidates are not local. Maybe you are offering a role that will operate remotely. Or a potential candidate might be looking to move to your area. Remote technologies means you can interview them, whether they are half a world away or just across town.
8. Virtual tools.
Instead of dragging candidates into the office to test them, you can now use virtual tools to do the job. This includes tools like virtual walkthroughs and virtual auditions. You can try candidates out and they, in turn, can see if the job suits them.
As AI and technology evolve, it will allow recruiters to enhance the candidate experience and simplify the recruitment process.