Science fiction fans know that a cyborg is part man, part machine and equipped with superior strength, intelligence, and problem-solving skills. In today’s highly competitive human capital marketplace, recruiters may soon become the new cyborgs.
The statement sounds like speculative fiction, but a new report from Randstad Sourceright examines the very real transformation that’s currently underway in the HR arena. Technology is rapidly changing the way companies acquire talent, and automated processes are altering the recruiting experience for both candidates and the HR and recruiting professionals who hire them. Randstads Q3 Report surveys 800 C-Suite and human capital leaders in 17 countries to measure the current impact of automation on recruiting processes and to indicate coming trends and expectations for artificial intelligence (AI) and automation among HR professionals.
Tools to automate candidate search and screening are becoming prevalent in the recruiting space. Candidate Relationship Management (CRM) platforms are like a Swiss army knife for recruiters, automating workflows and centralizing data for analysis. Use of HR analytics software can be both informative and predictive. AI has the potential to customize the hiring journey and to predict both hiring needs and performance potential.
The report indicates that HR professionals are taking a circumspect approach to the brave new world of technology, balancing the efficiencies of automation with the value of human touch. Adoption of database and screening technologies has reached the 50% threshold, but employers believe that human interaction is still important to enhance the value of direct connections with potential employees. Adoption of technology still focuses on time-saving steps, with candidate database search, initial screening of candidates, and an array of HR metrics and analytics at the top of the list.
In the U.S., the top priorities for automation are:
Candidate database search (60% of respondents)
Searching for passive candidates (56%)
Interview scheduling for shortlisted candidates (56%)
Creation/management of HR analytics (56%)
In contrast, most employers continue to the value of personal contact when it comes to engaging talent and managing talent communities (70%), tracking HR data (72%), and candidate down-selection via video interviews (74%).
The Randstad report provides technology trends and expectations by country and industry category. The full report can be downloaded from the Randstad Sourceright website.