This Insight explores the digitalisation of the recruitment process and how employers can take advantage of the benefits.
Recent research shows that over 60% of job applicants favour the human touch as opposed to digital technologies during the assessment and selection process; an interesting result given the rise of millennials in the UK workforce. This said, digital and technological platforms have an important role in attracting talent and will undoubtedly be a driving force in recruitment and selection strategies going forward.
GDPR – pitfalls and advantages of digitalisation
With the introduction of GDPR in May this year – reforming data protection law in synergy with the digital age – inevitably there will an increasing range of digital tools to compliment smarter and more secure recruitment solutions. Advancing technologies, such as anonymisation and pseudonymisation, can be invaluable for processing candidate data securely. There are a breadth of creative solutions available on the market – of course there are financial implications to consider and a prudent approach is advised to sift out unscrupulous digital service providers overselling the capabilities of software products.
Contrary to this (and whilst on the subject of GDPR), it is worth mentioning that online questions with predetermined responses that prevent applications from proceeding their application forward, may contravene automated decision-making processing requirements under GDPR, where the processing activity is not in accordance with the Regulation. This is a timely reminder that stricter controls enforced by GDPR will impact the way, employers and recruiters alike, process and control candidate data.
Is e-recruitment the way forward?
Social media platforms (Facebook remaining the largest social media platform in the UK) continue to be extremely popular, as does the ever increasing influence of Glassdoor (first and foremost as a guide for prospective applicants of current and former employees’ anonymous company reviews). The Office of National Statistics (ONS) reported that 73% of adults accessed the internet using a mobile phone or smart phone (for 2017) and other findings reporting that 70% of job seekers visit recruitment agencies for career opportunities via a mobile device. Arguably it would therefore be prudent for the majority of employers to either start or continue on the digital journey to widen the talent offering available.
A human perspective
The advancements in digital technologies and changes in applicant behaviour is undisputable, however, human face to face interventions remain fundamental to selection and decision making, including soft skills, such as cultural fit considerations (for both parties).
Similarly, employers can reap the benefits of employee referral schemes. This route is widely acknowledged as being a cost effective and a successful recruitment method. However, it is important to be aware of any potential diversity considerations – including access to a variety of perspectives and ideas for business growth.
The best way forward
There are real opportunities for employers to put their creative hats on to hone in on top talent. Whilst talent strategies are likely to follow a predominately digital based trajectory, the human aspects of recruitment strategies are very much alive and key to a strategic partnership with technology.
Engaging the services of recruitment specialists can provide a one stop shop solution for employers. It is important to ask recruiters the right questions about their resourcing techniques – this will help employers identify the best fit resourcers that can operate in synergy with internal recruitment strategies and in some cases, help transform existing strategies.
CBW’s HR Consultancy offers a direct hire service in partnership with a talent acquisition agency providing innovative solutions to source top talent. For further information, please get in touch.