Human Resource (HR) recruiters have the ability to select applicants from a multitude of sources. The most common methods are advertisements, company job boards, online job boards, and social media sites. However, to be successful in recruiting the most qualified applicants, the HR recruiter needs to keep up with changing technology and trends. Two new technologies for recruitment are Candidate Relationship Management software and Virtual Interviews.
Candidate Relationship Management (CRM)
Desai (2015) states “70% of recruiting organizations report to currently utilizing some form of Applicant Tracking System (ATS)” but the data “in an ATS becomes outdated extremely quickly – and therefore, its future value inherently limited” (para. 8-10). Candidate Relationship Management (CRM) software is giving new life to ATS along with “the emergence of a new role in recruiting: the rise of the dedicated recruitment marketers” (Desai, 2015, para. 14). Talent Function (2015) states “with recruiting technology continually changing, it’s important for companies to constantly strive to create a comprehensive recruitment strategy” (para. 5).
Usefulness. CRM software makes the recruiting process more dynamic and less static. By embracing social media, improving company branding, and having the ability to match candidates with current and future openings, the HR recruiter has an easier time with the recruiting process. Most companies tell the candidate their job application will be kept on file for future openings and then file those applications away. However, using CRM software allows the HR recruiter to quickly match the candidate with company positions so he or she has a ready pool to draw from should an opening occur. The CRM software then allows the HR recruiter to send out targeted emails or text messages to the saved candidates announcing the openings so the positions can be filled quickly without additional advertising costs.
Statistics. Mazor and Johnsen (2015) state 72% of 2500 business executives from 90 countries report “recruiting is an urgent and important challenge for their organizations” (para. 1). Forty-three percent of those respondents said “their HR function was not ready to answer this critical 21st century challenge” (Mazor & Johnsen, 2015, para. 1). Mazor and Johnsen (2015) also stated 65% of those surveyed said their recruiting practices were “underperforming” (para. 1). CRM software can change this and improve the recruiting process from start to finish.
Trend or Future. CRM software is not a just a trend. It is a way of improving the recruitment process to make it easier for both the candidate and the HR recruiter. Companies that embrace this software can “seamlessly create talent profiles, effectively communicate and market to these prospects and encourage top candidates to apply for opportunities” (Talent Function, 2015, para. 1).
Virtual Interviews (VI)
Virtual Interviews (VI) allow the HR recruiter to meet the candidate regardless of where the two are located. “More and more employers are leveraging webcam and video interviews to streamline the hiring process” (Taylor, 2016, para. 8). VI also allows the HR recruiter to quickly assess the suitability of a candidate. In a face-to-face interview, the HR recruiter is stuck in the interview even when he or she knows the candidate is “clearly not right for the role, but you continue the interview to avoid appearing rude” (RecruitLoop, 2012, section 6). VI can be either a live video meeting using a program like Skype or a recorded video where the candidate answers questions sent to him or her via E-mail (RecruitLoop, 2012, section 6).
Usefulness. VI assists in speeding up the hiring process as it is easier and quicker to schedule. It can take weeks to complete face-to-face interviews but only a matter of days or even hours to complete VI’s. In hiring for a position at a remote location it is also easier for the candidate to complete a VI. Not all candidates are willing to drive to corporate headquarters for an interview that may or may not result in a job offer. VI allows the HR recruiter to meet the candidate and determine if he or she feels the candidate should advance in the hiring process.
Statistics. RIVS (n.d.) reports 2012 statistics show 66.7% of 500 HR managers surveyed used VI (para. 3). GreenJobInterview (2015) reports in 2015 67.1% of survey participants used VI. VI is changing the way businesses conduct their interviews. Clapp (2015) states “more than half (60%) of hiring managers and recruiters” are using VI for “remote job interviews” (para. 9).
Trend or Future. VI popularity is going to continue to increase in the recruiting process. “Live, two-way webcam interviews will also experience tremendous growth over the next three to five years” (Taylor, 2016, para. 8). Scheduling face-to-face interviews can take an extended period of time, while VI is quick and can be completed almost immediately.
Conclusion
CRM and VI are invigorating recruitment and hiring. Both allow the HR recruiter to make better use of candidate applications and streamline the hiring process. CRM creates a dynamic application experience and allows candidates to be more accurately matched with current and future job positions. VI speeds hiring by allowing faster interviews so job openings can be filled quicker. Both technologies are increasing in popularity and changing the way businesses hire candidates.
References
Clapp, N. (2015). Video interview tips: most recruiters now use video interviews. Retrieved from
https://www.ratemyplacement.co.uk/blog/video-interview-tips-graduate-recruiters-
internships/
Desai, S. (2015). How Recruiting Technology Will Change Hiring in 2016 (And Beyond).
Retrieved from http://recruitingdaily.com/four-ways-recruiting-technology-will-change-
hiring-in-2016/
GreenJobInterview. (2015). Pulse of Video Interviewing. Retrieved from
http://greenjobinterview.com/pulse-video-interviewing-2015/
Mazor, A., & Johnsen, G. (2015). Recruiting: Renaissance or retreat? Retrieved from
https://hrtimesblog.com/tag/candidate-relationship-management/
RecruitLoop. (2012). 15 Online Tools Making Recruitment Faster and Cheaper for any Business.
Retrieved from http://recruitloop.com/blog/15-online-tools-making-recruitment-faster-
and-cheaper-for-any-business/
RIVS. (n.d.). Study: Two-thirds of HR Managers Using Video Interviews. Retrieved from
https://www.rivs.com/blog/study-two-thirds-of-hr-managers-using-video-interviews/
Talent Function. (2015). Candidate Relationship Management (CRM) Solutions. Retrieved from
http://www.talentfunction.com/resources/candidate-relationship-management-crm-a-
recruiting-essential/
Taylor, N. F. (2016). Hiring in the Digital Age: What’s Next for Recruiting? Retrieved from
http://www.businessnewsdaily.com/6975-future-of-recruiting.html
