Top Five Technology Trends in Staffing

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Technology is increasingly becoming a way of life across industries for everyone. Particularly in the staffing sector, technology stack solutions and the data generated have a pronounced impact with respect to enriching the hiring experience for candidates and recruiters.

With the labor market being driven by candidates, the need for efficient technology tools to attract top talent is getting stronger by the day.

As per the latest stats, to enhance hiring processes, businesses, on average, use as much as 24 recruiting technologies.

One of the key roles of technology in recruiting is in preventing human bias from hampering the recruitment process. Harvard University designed ‘Implicit Association Tests’ to evaluate bias, which at times may be unconscious.

As researchers found, bias is a natural human tendency, and using technology tools such as AI (artificial intelligence) and machine learning can help reduce bias. For instance, software-as-a-Service (SaaS) provides a candidate matching system that tracks work performance automatically with no room for emotional unfair or subjective bias against a candidate.

Five top technology tools in recruitment

Here are some of the current technology trends in staffing that recruiters can focus on for a seamless recruitment and application process.

  1. Programmatic job advertising

AI-driven predictive recruitment algorithms analyze the historical ad performance of an employer, along with market data, to deduce how each job posting advertisement will perform. This AI-based technology eliminates the need for human decision-making by using data analysis to make informed placements and ad scheduling. One of the recruitment technology tools has an algorithm that quickly places job posts by selecting the best out of 200 million candidates across 70 major job boards.

  1. Augmented job ad content

Sophisticated machine-learning tools evaluate the job ad content and descriptions to find words indicative of gender, ethnicity, or age bias. These tools gather huge volumes of data related to job ad postings to pinpoint phrases or words which could impact responses in a negative way. The technology also suggests smart alternatives that eliminate bias and boost ad reach.

  1. Resume screening

According to an estimate, recruiting professionals spend 23 hours on an average to manually screen resumes while there is no certainty as to making the best choices.

AI-enabled technology can screen resumes with greater accuracy in a fraction of the time manual screening takes. “Ideal” is a software that not only scans resumes but grades candidates based on their suitability for the position.

A virtual recruitment assistant bot uses a talent discovery algorithm while searching for suitable matches in the employer’s database. The bot then contacts the candidates through social media or email.

  1. Recruitment CRM

Sophisticated AI-driven CRM incorporates a recommendation engine for matching candidates with available positions.

The CRM offers an integrated set of tools for candidates to optimize the application process with self-scheduling of interview, programmatic job placement, strategic analytics, employee referral management, and texting and tagging capabilities.

  1. Interview chatbots

Mobile-friendly chatbots handle pre-screening and early assessments. Talkpush is an example of a chatbot that uses human-sounding conversation to engage applicants. While being empathetic and intuitive, the bot asks open-ended questions, comments on responses, record the conversation, advises on the next steps while thanking the candidate, and assesses the interview within minutes.

Staffing Future specialize in the development and deployment of staffing website designs along side industry leading technical consultancy tailored specifically for the global staffing industry. Together with integrated technology stack solutions and partnership technology, we provide measurable return on investment through innovation and pro-active management services.

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