Technology is now an integral part of every aspect of modern day life, and it is changing how things are done left, right and center. For those who are currently looking for a new job, are involved in recruitment processes, or just want to be in the know with regard to enhancing their career, read on for three ways tech is transforming talent acquisition today.
1. It is making the recruitment process more streamlined and convenient.
In 2019, there is no denying that technology is making the world smaller and more connected in all aspects of life; but, especially when it comes to recruiting and talent acquisition, this is especially obvious.
The technology that is continuing to be introduced to the talent acquisition process is not only automating and streamlining everything, but it is also transforming what candidates expect and how companies must present their application services. At the very least, potential candidates want to be able to search and apply for jobs on their smartphone.
To put it simply, in today’s day and age, candidates want a recruitment process that is quick, convenient and engaging. For example, they want to be able to use their smartphone or tablet to apply for a job, take an interactive assessment, self-schedule an interview or send in a video interview in one fell swoop.
2. It requires candidates to maintain a professional social presence.
As it gets easier to search for the latest vacancies in Dubai and other parts of the world, it stands to reason that more and more people are applying to a wide array of jobs. No longer is a job posting limited to being seen by those in its immediate vicinity; now, there are potentially thousands of people around the world who are following the same job postings and opportunities.
For this reason, it is crucial to know how to make yourself stand out from the crowd. First and foremost, you need to ensure your online profiles are up-to-date and reflective of your current resume. In this digital age, it is essential that you are aligning your online presence with your professional goals.
Joining online forums, LinkedIn, and working with a recruitment agency are all beneficial steps to ensure that you can find positions, and potential employers can discover you.
Even if you are happy in your current job, it is highly suggested that you utilize these social networks to remain engaged in your industry. Always be looking to create relationships and prove your dedication and interest in your field of interest. This network will prove invaluable someday when you do decide to look for a new position.
3. Data analytics lead to actionable insights.
For companies, the most profound impact is the increase in the availability of data regarding applicants, employees, and recruitment processes in general. While data advising recruitment decisions isn’t a novel idea, the extent of data and the velocity with which it can be interpreted is something unprecedented.
With the rise in accessible data analytics comes an increase in options for actionable insights. This affects all parts of the talent acquisition process as companies are able to see more easily who their best performers are, where they are and what attracts them and keeps them in the company. This data can readily be employed to foretell hiring consequences, as well as tracking them, and it can aid all firms in making more intelligent decisions concerning talent acquisition.
By utilizing all of the accessible technology (such as labor demand tools, sourcing analysis, recruitment marketing, and applicant administration technologies), firms are in a better position to entice, obtain and nurture appropriate, high-quality talent whether through recruitment agencies in Oman or their own job postings.
Have you noticed the impact of technology on your firm’s talent acquisition or in your own job search? If so, what benefits have you seen? What hindrances? If not, what would you like to see developed more?
Let us know your thoughts and experiences concerning this topic in the comments below!
AUTHOR BIO
David Mackenzie, a recruitment professional with over 20 years’ experience in the field and a record of entrepreneurial accomplishment, is Managing Director and Head of HR at Mackenzie Jones. As the Group MD, David is responsible for the overall direction of the Mackenzie Jones Group, including Mackenzie Jones, MumsAtWork, MENA Solutions, Simply Digital and ThinkTech.
All opinions and facts are that of a third-party writer, not an official Feenta.com author. It’s an article written by a guest author. If you’d like to submit an article, go to our Write for Us page.
