{"id":2375,"date":"2020-10-22T15:29:52","date_gmt":"2020-10-22T10:29:52","guid":{"rendered":"https:\/\/www.hrkatha.com\/?p=25234"},"modified":"2022-01-06T20:00:55","modified_gmt":"2022-01-06T14:30:55","slug":"six-ways-tech-is-turning-talent-acquisition-smart","status":"publish","type":"post","link":"https:\/\/www.postaresume.co.in\/blog\/hr-trends\/six-ways-tech-is-turning-talent-acquisition-smart","title":{"rendered":"6 ways tech is turning talent acquisition smart"},"content":{"rendered":"
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Among the many new virtual realities forced on organisations this year, one of the most significant has been the shift in the recruitment process. COVID-19 may have disrupted business operations, but HR leaders are secretly breathing a sigh of relief. This year, they finally had the opportunity to put to test the advanced technology solutions they had been touting long before the pandemic hit.
\n\u201cCompanies that had proactively invested in technology solutions are truly reaping the benefits,\u201d notes Tanvi Choksi, head \u2013 HR, JLL. \u201cWe are able to use the solutions we invested in a lot more now than we had earlier. The pandemic has really increased the uptake of these platforms very nicely,\u201d she adds.
\nPraveen Menon, chief people officer, IndiaFirst Life, mentions a similar success story. \u201cAll our IT investments are really standing the test of audit and times. It\u2019s been a seamless transition for us,\u201d states Menon.<\/p>\n

\n
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Satyajit Mohanty<\/figcaption><\/figure>\n

\u201cmany senior managers believed that\u00a0all they needed was a handshake to tell what a person is like. that intuition is not working anymore.\u201d<\/p>\n

\n<\/blockquote>\n

Tech saves the day<\/strong><\/span><\/h4>\n

Pre-COVID, most HR professionals who already believed in the potential of recruitment technology were struggling with crawling adoption rates in their organisations. \u201cThere was a lot of resistance to change the existing processes,\u201d observes Choksi, who has been working with some of these solutions since 2018. \u201cWithout the pandemic, normal face-to-face recruiting was working just fine so there wasn\u2019t an urgent need to start adopting technology,\u201d she explains.
\n2020 has \u201cmassively changed\u201d that, believes Choksi, who says, \u201ccertain things have accelerated compared to earlier. Reliable technology has become the centrepiece of all hiring, recruiting and onboarding.\u201d Now, to the surprise of most, not only are their colleagues and senior management sold on the technology, but they\u2019re keener than ever to explore further solutions.
\n[the_ad id=”1630″]<\/p>\n

Rethinking from scratch<\/strong><\/span><\/h4>\n

Many offline processes swiftly shifted online when the lockdown first hit. However, at the time, \u201cthe intent was just temporary sustainability. People didn\u2019t really rethink their processes,\u201d points out Choksi.<\/p>\n

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Ritu Moitra<\/figcaption><\/figure>\n

\u201cEARLIER, there was a strange fear that made managers want to see the person physically before making the offer. We\u2019ve grown out of it NOW AND know that a physical meeting doesn\u2019t change the hiring decision.\u201d<\/p><\/blockquote>\n

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Now that everyone around the globe has resigned to the fact that our reality will continue being virtual in the near future, \u201ccompanies are really rethinking their entire processes from scratch,\u201d says Choksi. \u201cThey are reconsidering processes they don\u2019t need, and exploring whether there\u2019s a technology that can make it simpler. The identifying and rethinking of these processes is demanding a fair amount of time and energy from the HR community,\u201d she adds.
\nHere are the six ways organisations across sectors are using technology to make their recruitment and talent acquisition processes smarter:<\/p>\n

1. Virtual can be reliable too<\/strong><\/h4>\n

The most significant shift HR leaders are thanking 2020 for, is the change in mindsets towards in-person meetings. \u201cBefore COVID, one of the biggest gaps in adopting virtual meetings was the mindset of managers,\u201d notes Satyajit Mohanty, CHRO, Crompton Greaves Consumer Electricals. \u201cMost managers used to think that an in-person meeting is crucial for proper assessment of the candidate,\u201d explains Mohanty, \u201cSenior management particularly insisted on meeting candidates in person.\u201d
\nRitu Moitra, chief human resources officer, Duroflex, agrees, \u201cPrior to COVID, calling candidates, especially if they\u2019re in the same city, for multiple rounds was a trend across the industry.\u201d<\/p>\n

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Ramesh Kalanje<\/figcaption><\/figure>\n

\u201cWe partnered with a pre-screening vendor to record screen-capture videos, computer-facing and side views of the candidate, and also detect tab switching and alert about any suspicious activity.\u201d<\/p><\/blockquote>\n

\n

Now that the pandemic doesn\u2019t leave us the option, \u201cit has enabled us to leverage what we could never do before,\u201d says Mohanty. \u201cVirtual meetings have changed the face of hiring,\u201d adds Moitra. \u201cThough we did video interviews in the past, there was a strange fear that made managers want to see the person physically before making the offer,\u201d she says, \u201cThat\u2019s not the case anymore. We\u2019ve grown out of it and know that a physical meeting doesn\u2019t change the hiring decision. So that shift has certainly happened.\u201d<\/p>\n

2. Saving time efficiently<\/strong><\/h4>\n

Virtual interviews and meetings have also allowed for time efficiency with tasks, such as checking availability and scheduling being automated and synced. \u201cI\u2019m seeing better preparedness across, since everyone receives notifications about the meetings, and everyone logs on at the same time,\u201d says Moitra, \u201cThe respect for each other\u2019s time has increased and it has nudged us to be time-conscious.\u201d
\nInterview scheduling may seem like an insignificant aspect, but Choksi points out that \u201ca lot of the time of recruiters goes into calling candidates and recruiting managers to fix a suitable time for the interview. It\u2019s a non-value-add role that is very time consuming.\u201d Technology makes it easy and \u201ccompletely takes away the need for coordination\u201d.
\nSince travelling to the interview location is out of the picture, it has also helped improve candidate experience. \u201cIn case the profile is not great or the meeting turns out to be short, and if the candidate has travelled a long distance, it has potential to spoil the candidate experience,\u201d explains Moitra, \u201cBut now, since that is out, the investment is low and it\u2019s much easier.\u201d
\n[the_ad id=”1630″]<\/p>\n

3. Smart screening<\/strong><\/h4>\n

Technology has also helped speed up the screening process and is proving particularly handy, now that the available talent pool is massive. IndiaFirst Life has developed pre-scheduled interviews. \u201cWe send a link to the candidate with pre-populated questions, which they can respond to at their convenience,\u201d explains Menon. \u201cTheir answers are recorded and the first level of our filtration happens on the basis of that recording.\u201d
\nJLL has been experimenting with talent acquisition powered by artificial intelligence and machine learning, since late 2018. \u201cWe use Workday as our tool for talent acquisition, which has built-in AI elements for candidate screening,\u201d informs Choksi. Artificial intelligence has also come to the rescue for candidate sourcing. \u201cYou can use multiple sources to narrow your list. It\u2019s much faster and the more you screen, the better outcomes you get thanks to machine learning,\u201d she explains.
\nArtificial intelligence is also empowering JLL to select the right talent. \u201cCandidate assessments have become better with AI,\u201d says Choksi. \u201cOnce you feed the key abilities you\u2019re looking for into the algorithms, it can give you many better-shortlisted candidates,\u201d she explains.<\/p>\n

4. Trust the data<\/strong><\/h4>\n

In the absence of in-person meetings, where the infamous \u2018handshake\u2019 theory cannot be applied any longer, data-assessment tools are garnering popularity as well. \u201cSurprisingly, many senior managers have this inflated opinion of their ability to judge people,\u201d points out Mohanty. \u201cThey used to say that all they need is a handshake to tell what a person is like.\u201d<\/p>\n

\n
\n
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Tanvi Choksi<\/figcaption><\/figure>\n

\u201cWe use Workday as our tool for talent acquisition, which has built-in AI elements for candidate screening. It\u2019s much faster and the more you screen, the better outcomes you get thanks to machine learning\u201d<\/p><\/blockquote>\n

\n

Now that most managers are still warming up to the virtual medium, they\u2019re leaning towards data-assessment tools to infer the candidate\u2019s personality for them. \u201cRight now, those intuitions are not supporting you so much, and have therefore, become much more receptive towards the quantitative tools, which were already in place,\u201d says Mohanty, \u201cOpenness for these assessment tools has gone up significantly. Now they\u2019re asking for it themselves.\u201d
\nWhile JLL always encouraged recruiting managers to use assessment tools rather than just relying on the interview, Choksi notes that, \u201cassessment tools and other mechanisms to understand personality as a whole are becoming really important.\u201d
\n[the_ad id=”1745″]<\/p>\n

5. Monitoring virtual interviews<\/strong><\/h4>\n

The new normal of recruiting has opened up the \u201copportunities for malpractices,\u201d says Ramesh Kalanje, VP \u2013 centre of excellence, Commvault, \u201cso there\u2019s a need for extra caution and continuous monitoring during interviews.\u201d To avoid fishy business during virtual interviews, Commvault partnered with a pre-screening vendor. \u201cThey helped us record screen-capture videos, computer-facing and side views of the candidate,\u201d explains Kalanje, \u201cThe vendor had existing technology to detect tab switching and alert about any suspicious activity.\u201d<\/p>\n

\n
\n
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Praveen Menon<\/figcaption><\/figure>\n

\u201cAll our IT investments are really standing the test of audit and times. It\u2019s been a seamless transition for us.\u201d<\/p><\/blockquote>\n

\n

6. Enhanced candidate experience<\/strong><\/h4>\n

JLL is also working on technology solutions that can enhance the candidate-engagement experience further. \u201cToday, candidates want updates very often. They do not want to wait one or two weeks for a response. Therefore, using AI and tools, such as chatbots, we can send them instant updates on where they are in the recruitment process,\u201d explains Choksi. While the Company hasn\u2019t put this technology to practice yet, Choksi says, \u201cwe are in the exploratory stage to see if we can use it in our recruitment process and make the candidate journey even better.\u201d<\/p>\n

<\/div>\n
\n[the_ad id=”1884″]<\/p>\n
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[the_ad id=”1973″]
\n[the_ad id=”1902″]\n<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"

Among the many new virtual realities forced on organisations this year, one of the most significant has been the shift in the recruitment process. COVID-19 may have disrupted business operations, but HR leaders are secretly breathing a sigh of relief. This year,…Read More 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