Leveraging technology to be truly competitive in the war for talent

The industry has experienced complex labor markets before, and it certainly won’t be the last. By proactively leveraging today’s technology to automate redundant processes, gather business analytics, reduce employee workload, and streamline hiring processes, companies gain an edge in the war for talent and building an employee-centric culture.

The volatility of today’s job market has become synonymous with phrases like “big resignation,” and for good reason. There were a record 9.3 million job openings in April alone, according to the U.S. Bureau of Labor Statistics.

In a market where competition for talent rather than a lack of qualified candidates drives the market, companies are under even more pressure to attract, hire and retain employees.

Talent retention issues today touch all industries. As the battle for top candidates intensifies, now is the time to consider how technology can play a competitive advantage in the hiring process.

Bringing tomorrow’s technology to today’s workforce

Businesses using old legacy processes and tools will not appeal to the modern masses. Instead, to succeed in the recruiting game, recruiters must improve their technology offerings and networking capabilities with tools that include the following three areas:

  • communicate –Supporting a modern, well-connected workforce starts with communication systems that provide email, direct messaging, project management, video conferencing and other capabilities. When employees feel connected, they are more likely to be engaged and satisfied with their work.
  • train –Internal liquidity is the answer for businesses trying to reduce turnover and increase retention. Employees crave innovative and exciting solutions that they can use to learn and develop new skills, so businesses that offer the ideal combination of innovative technology, professional training and mentoring will stand out.
  • efficiency –Technology is designed to simplify life, and candidates expect this to happen at work in the form of rapid innovation, automation, and more. Today, a growing number of job prospects point to a workplace leaning more toward technology-driven productivity.

Also read: Three myths about generational differences in IT hiring

Recruit from a global talent pool

Before the pandemic, location was a determining factor in hiring, but remote work removes geographic restrictions, allowing hiring managers to cast a wider net.

For businesses looking to harness the power of global talent, technology that supports virtual interviews to connect with candidates early is a great place to start. If companies want to take this remote work mindset that employees are seeking to the next level, they must also be able to ensure confidential and secure access to virtual workplaces.

With cybercrime on the rise and the new remote working trend, cloud-provided data recovery and built-in failsafes can ensure employees can stay connected and productive anytime, anywhere. Finding a platform that allows secure encryption from any desktop or mobile device is especially important because it provides employees with a secure, flexible way to access corporate data while reducing the risk of data breaches, ransomware attacks and IT outages.

AI can simplify the hiring process and reduce bias

While face-to-face resume reviews and interviews are helpful during the hiring process, selecting the last set of applicants can take a lot of time. How can companies effectively weed out unqualified candidates and reach out to qualified candidates so that the recruiting team only interacts with them?

The key is to use artificial intelligence and machine learning to speed up the background screening process, while automation moves candidates up or down.

Enhance training and onboarding

The next step for businesses is to absorb top talent into the company after hiring them. A well-structured onboarding process can improve new employee productivity and retention.

Virtual databases can more effectively communicate role insights like needs and skills, while real-time communication tools make new employees feel engaged and integrated. But going forward, new technology developments could also be used to make the boarding process more interactive and fun.

Taking advantage of new technology doesn’t always require a rip-and-replace strategy. The technology stack must be flexible and scalable. As a result, organizations must carefully choose platforms or partners that can integrate with their current tools and processes, while investing in next-generation technologies to solve some of today’s most important recruiting and management problems.

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