5 Questions Recruiters Should be Asking About New Tech Solutions
Originally published on the TimeSaved Blog
So, it’s been pretty firmly established that tech is here to stay in staffing. But it’s not as simple as realizing you need a solution, picking one and forging on. There is a plethora of options out there precisely because everyone’s needs are different.
So before you undertake the valiant effort of convincing your boss that x, y and z software will make everyone’s lives easier, pause and consider these five questions.
What processes should be automated
Some parts of the recruitment process derive a straightforward benefit from automation, like resume screening. It’s a time-consuming task when done manually, and the technology has come a long way in the last few years from simple keyword detection to full on AI phone screenings. So think about your most time-consuming tasks that you would trust a machine to do, and search out a software that offers that. Maybe your candidate tracking could use updating with GPS monitoring, or maybe you do want to dabble in the world of robo phone screens.
What processes should not (or cannot) be automated
For all that technology can do, what it can’t do (at least, not yet) is properly emulate the soft skills that drive a people-focused business like recruitment. It’s an effective business strategy to focus on a “core competency”, so figure out what that means for your work in the context of a new tech-laden economy. Perhaps that means an increased focus on relationship building so your candidates feel valued.
How will the solution integrate with current processes
One of the most discouraging things about integrating something new into your workflow is the potential that it will disrupt you. And while many tech companies happily label themselves “disruptors”, that’s in reference to an industry, not to you; the last thing they want to do is disrupt anything in your workflow. So think about the different pieces of your workflow and always be mindful of how different software solutions work with each other.
What is the candidate looking for
Sure, technology can help make you more efficient, but another important benefit is improving your candidate experience. And in a market that is increasingly candidate-driven, it’s crucial to be responsive to their needs. How do your candidates like to communicate, and are you reaching them there? What would make a day in theirlife easier? Think about these things and consider what products offer a candidate-focused experience.
What is the client looking for
Better people faster (that’s a pretty simple one to answer, as it turns out). Consider how your clients can get the right people for their job in a shorter amount of time. Maybe this means having a favourite worker functionality, maybe it means something else. But always think about the benefits from a client’s point of view.
Of course there are other things to consider when adopting a new technology (like who will manage the transition or how does this affect the bottom line, though we suggest leaving those ones to the boss). But starting with these questions can help bring a little clarity to the conversation and steer you in the most effective direction.
