Every week another blog post arrives telling us that the role of the recruiter is slowly diminishing through the advancement of technology.
Passionate industry stalwarts will abolish all accusations, whilst those more focused on technology and, more importantly, on their business drivers will understand the need to continually evolve and improve whilst minimising costs. I am the latter, so much so that I bit the bullet and spoke with my CEO about the rapidly changing face of technology in the HR sector and the need for me to broaden my horizon before I end up on the scrap heap.
I followed this up with an email to him containing two blogs, each containing the information he needs to know:
- Kevin Wheeler – “The Rise of Predictive & Tracking Recruitment Technologies” via ATCHub.
- Rob McIntosh – “70% of Recruiters Don’t Care or are Clueless: Long Live AI Recruiting” via LinkedIn Pulse
Some may say this is a detrimental move to my career. Why on earth would I be telling my CEO that the recruitment team won’t be around in five to 10 years’ time, or, at the very least be vastly different? Well, I wouldn’t be doing my job if I didn’t.What are you doing to prevent yourself from ending up in the recruiter scrap heap? Click To Tweet
How will technology replace recruiters?
Sit back, grab some popcorn or perhaps an alcoholic beverage to soften the reality of what I’m about to explain to you. This technology exists today, albeit stand alone, and would require extensive integration. When the industry begins to consolidate, we’ll see the rise of the machines.
Case in point
A vacancy arises and a hiring manager hurriedly uses software to enter some minimal information and viola, a job advertisement is created. The technology reviews the details for language masculinity, draws upon business values and competencies, positive and negative language and provides a draft for posting. Off it goes into the wide yonder.
Marketing technologies take over. Employers can now target unsuspecting mobile device users if they have their location enabled on their smart devices. For example, if I wanted to target a specific mine site or accommodation village in remote Australia, I could potentially target those using mobile devices through a Location Marketing Platform. Talk about specifying your targeted audience.
As prospects click through the advertisement, inbound marketing technology begins tracking the individual’s consumption of your corporate site content. As they consume more and more content the more engaged they become. Automated emails from the platform can then engage prospects, connecting their social profiles and inviting them to participate in a recorded video interview.
Voice and Physical Recognition Software
The software would be used to measure and assess the responses to the video questions most recruiters ask these days. But if there is no video interview you could potentially have prospects call a phone number where a pre-recorded message provides some instructions similar to how you use phone banking. Again voice software interprets your answers. I know of one organisation doing this for sales roles.
In the background, social analytics are putting together a profile which is then coupled with your video or voice assessment. A short list is delivered to your hiring manager to review and take action.
Sceptical? Well check out IBM’s Watson.
*Note: No recruiter has yet been involved in the process*
A well informed and trained hiring manager physically takes the interview (finally). The prospect is filmed and again video recognition technology assesses body language and voice tone to assess some of the more challenging areas of interviewing. It also assesses the interviewer. Post interview it provides the interviewer with some initial feedback to improve at her or his next interview. Gaming could be introduced, as part of the assessment process.
The Final Stages
Psychometric assessments are then sent out and the results assessed against a benchmark data. Reference checking is automated, providing for more opportunity for factual information to be provided by the person completing the reference. These can be more competencies based. Other due diligence such as police checks or medicals can be arranged through a self-service style product or on-boarding technology.
Offer templates and on-boarding documentation sit within a platform which is distributed to the relevant stakeholders. Candidates complete these on their mobile devices, the candidate experience becomes more efficient as does the administrative tasks for the distribution of internal documents for new starters.The consolidation of HR technologies could see the demise of recruiters say @stanrolfe Click To Tweet
Where is that recruiter?
On-boarding technology continues to engage new hire and hiring manager through to probation completion.
What might the benefits be?
- Lower headcount and remuneration costs associated with recruitment and administration
- Improved candidate experience as candidates will receive notifications
- Lower costs associated with consumables such as paper, archiving, printing
- Improved quality of hire through the availability of more data on individuals
- Improved retention through better engaged new starters
What are the challenges?
- The perceived lack of personal contact with individuals
- What of those who have no online profile
- Complex integrations with many solution providers
- How can diversity and inclusion be considered in the process
Remember, the technology already exists. Time will make it so. If you are a recruiter what are you doing to reshape your career and increase your value to your organisation?
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