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Recruitment Technology – What’s In It For The Candidate?

We have discussed previously the benefits of hiring automation for the recruiter but how does the candidate benefit? Does automation in a hiring strategy affect the candidate experience and if so how?

Here are some key benefits candidates can gain from employers and recruiters introducing technology into their hiring process, whilst ensuring the need for human assistance is not completely eliminated during key vital recruitment stages.

Improved candidate and employer relationship

Whilst technology can help simplify the hiring process, research determines that it’s no replacement for human touch within talent acquisition. Building a rapport with the potential candidate is key to fulfilling and meeting candidate expectations during the hiring process.

A candidate wants their application acknowledged. They want to know that their time and effort applying for a role was not wasted. Through utilising automation in the recruitment process, valuable time is given back to the hiring professional. Allowing the additional time to re-invest back into the candidate through communication to help make more strategic hires.

A hiring strategy that’s unbiased

Candidates who have previously faced bias, when searching for a job can express their frustrations when their application is dismissed due to factors beyond their control. Fortunately, with the assistance of technology to automate the initial screening process, all applicants are considered and their likelihood to progress further is based on their experience, skills and job compatibility.

It has become increasingly difficult to rely on human decision making to evaluate applications fairly on a mass level, as there will always be a risk of an unconscious bias.

A faster and more efficient process

Technology helps streamline hiring to make for a more efficient and effective recruitment process. Whilst this is key for recruiters and HR teams, to save time, money and resources it can also benefit the job seeker. This is because a strategy that ensures all those who applied for the role are considered and receive the same fair equal treatment, can increase the probability of making more strategic hires.

As technology allows for an improved quality of hire, it can ensure the right candidate is hired for the right role. Increasing new employee retention rates and reducing the possibility of a candidate feeling the role isn’t right for them and deciding to leave a potential job straight away.

Improved candidate experience

Candidates don’t want to be kept waiting. Once they apply for a job they often expect to hear back from the employer to determine whether or not they were successful in progressing further. Automated updates or a level of communication between candidate and employer can help achieve this.

A positive candidate experience is good for the employer brand. It reduces the chances of unsuccessful candidates bad-mouthing the employer and instead encourage them to reapply again in the future for a different role within the same company. Whereas a negative candidate experience can be damaging to business. It can encourage candidate dropout, as well as increase financial and brand risks.

We want to hear your thoughts! Let us know in the comments below or on Twitter @CiiVSOFT.

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