The Creative Recruiting Techniques
for Hungry HR in 2020
During the past few years has witnessed predictions toward the unprecedented changes in the world of business. Few of the examples illustrates as the followings;
- The global chatbot market is projected to reach USD 1.25 billion by 2025
- The emerging of new professions increased by 27% within 2022
- The worldwide recruitment trend is inclined to adopt AI into HR core processes to find the right talents with lower cost-per-hire
At an alarming pace, this universal change across various industries disrupt greatly many traditional jobs, and push many more unemployed. Amongst this circumstance, however, it creates new professions to emerge to serve the transformed workforce market. To name a few, AI-Machine learning Engineer, Cybersecurity Engineer, or Internet-of-things Developer are just the spotlight examples.
The old is replaced by the new. The old re-skills/upskills to new roles. Not to mention the millennials with low corporate loyalty who frequently switch jobs to increase their salary and to constantly looking for new challenges. All these events serve as an engine in a workforce shift in many industrial sectors.
This intensive movement in job-hopping consequently lead to more intensive, and advanced, recruitment approaches to attract top talents. This is, however, another big challenge for most HR because most recruiting technique in most companies now remains highly conservative: complicated procedures, lots of paperwork, excessive criterions, time-consuming, and certainly high cost, which is not compatible with the changing workforce market.
Thus, the recruitment in modern agile organisations, very flexible work yet efficient, is gradually adopting recruiting software to lower the cost of talent acquisition. The three followings are among the most innovative and popular techniques for recruitment in this era!
1. Targeting job ads
Job ads that target a very broad range of people, in an attempt to reach a wide audience, is now fading away. “More is good” might no longer work in this age. In practice, nowadays, every channel that a HR guy is looking for a talent is always highly optimized to reach the most possibly right target audience, including corporate website or any social media.
The implementation of re-targeting marketing, similarly like that of Facebook ads, increasingly becomes a new normal for many modern organisations.
2. Candidate Assessment and Testing Software
Even a well-written resume cannot tell you everything. The emerging of new professions, as mentioned earlier, is also creating new demands for job market. As such, the Candidate Assessment takes the spotlight to help test applicant’s attitudes as well as their abstract inner world which might be hard to quantify, for example;
- Personality Test
- Aptitude Test
- Competency Test
- Intelligence Quotient
These tests help employers to understand their candidates more deeply and profoundly before making a hire. It also serves as an instant proof whether what’s written in their resume is true. According to the Criteria Pre-Employment Testing more than 78% of what is written in resume doesn’t perfectly reflect the truth about the candidates.
The Candidate Assessment also provides other benefits such as reducing employer’s bias, identifying the applicant’s skills gap, or indicating their level of cultural compatibility toward the company.
Moreover, the application of AI Chatbot is utilised to support in evaluating the potentials of candidates, saving human resources and huge amounts of time. Don’t worry, the AI Chatbot is carefully designed to understand human character. It’s able to use decent language that sounds natural to human view, no different from a fresh-and-blood man, which creates positive job application experience.
