Technology has literally permeated almost all aspects of our lives. Tasks that were once considered difficult to infiltrate because of the necessity of human intervention are now streamlined—further enhancing efficiency, convenience, and accuracy. This transformation extends beyond manufacturing and consumer relations management to include human resources and talent acquisition as well.
The digital age has revolutionised recruitment, making nearly all aspects of the process feasible online, including hiring remote workers. This method, widely adopted during the pandemic, has proven highly effective and continues to be utilised extensively up until the present.
The Recruitment Process of Today—and the Future That Awaits
Who would have thought things would turn out this way? While the concept of becoming a digital nomad and remote working were practised even before the onslaught of COVID-19, the pandemic has further amplified these schemes, prompting businesses to shift and adopt these remote work strategies.
Although the transition was challenging, it has shown that traditional hiring methods can be expedited and streamlined. What was deemed unconventional has now become the new norm, such as recruiting people you haven’t met in person and onboarding employees even if they live thousands of miles away.
By doing this, companies now have multicultural, multi-skilled professionals from all around the world working together to bring the company a competitive edge against the rapidly changing market. But how else could this affect the future of recruitment? How can we further utilise technology to improve our remote hiring process?
1. Applicant Tracking System
The process of application usually begins with the submission of a resume. But with so many applicants vying for a certain job position, sifting through mountains of documents and finding the best applicant can feel like looking for a needle in a haystack.
To fast-track and facilitate easy recruitment, companies have now revolutionised the recruitment process by implementing the Applicant Tracking System—a powerful software tool that automates and simplifies the entire recruitment process. This technology evaluates submitted CVs based on criteria set by employers, swiftly filtering and shortlisting the most relevant candidates. Moreover, communication has been automated with features like preset emails, ensuring timely updates and feedback. Yes, no more long and anxious waiting periods—saving applicants from stress and allowing them to pursue other opportunities if their skills aren’t a match for the job posting.
While the tool can’t make an immediate hiring decision, recruitment agents can leverage valuable data analytics to make objective, data-driven decisions. This approach eliminates biases and ensures a fairer recruitment process.
2. Artificial Intelligence
Wait, AI in the recruitment process? Why not? Smart technology is already here, why not partner it with human interaction to make a better remote working process?
With artificial intelligence, a lot of menial tasks have been streamlined, leading recruiters to a data-driven and candidate-focused mode of selection. Apart from CV screening, AI can also be utilised for:
- creating custom job descriptions by just adding the role that the company is looking for, the specific industry hiring, and the non-negotiable requirements for job applicants;
- analysing and scoring CVs against job descriptions to determine how well candidates meet the specified requirements;
- generating key questions likely to be asked by recruiters during the briefing, thus saving considerable time on repetitive tasks;
- enhancing candidate experience through AI chatbots;
- suggesting interview questions tailored to the job description and candidate profiles, which optimises the hiring process and predicts job fit and potential performance; and
- providing salary advice informed by current market rates and crowdsourced data
3. Video Interview Assessment
Why burden yourself with traffic, attire decisions, or the pressures of making a strong impression in a physical interview when your time and effort can be saved through video interviewing platforms? The rise of remote work and global talent outsourcing has amplified the utilisation of video interviews and assessments as integral parts of the recruitment process.
Most companies now use platforms with video interviewing capabilities—saving time and resources while ensuring the interview process aligns with the company’s needs and standards. Direct assessments, such as coding and virtual assistant skills, can be conducted to validate the skills specified by the applicant in their CV, gauging technical skill and aptitude from a distance, with evaluation done during the video interview.
Additionally, with video interviews now recorded and reviewable, those involved in the recruitment process but unable to attend the meeting can review the interview later, discuss it with the rest of the team, and collaborate on whether the applicant is the best fit for the position. Moreover, with the use of the best VPNs for travel, candidates and recruiters can connect securely from anywhere in the world, ensuring privacy and data security throughout the interview process.
4. Remote Onboarding and Integration
Now, let’s say you’ve completed the hiring process and selected the new key members for your company. Does the recruitment process end here? Absolutely not. The most important part of the process is still to come: onboarding.
No matter how skilled the new hires are, there’s always a lot for them to learn about the company. This is where training comes into the picture. But how do you manage this in a remote work environment?
Technology has revolutionised the onboarding process, enabling companies to provide virtual orientation, training materials, and mentorship programs. This ensures new employees feel welcomed, connected, and equipped with the necessary skills and understanding of the company.
Important documents and videos can be uploaded to platforms to streamline the briefing and onboarding process. The best part is that employers can guide new hires through this or allow them to complete it independently, while still providing access to direct heads for any questions or concerns—saving everyone time and ensuring a smooth transition.
