Starting in the 1980s, the digital revolution changed how we connect.

Today, 88% of global companies have implemented some form of AI in their HR departments.

Why is talent acquisition technology becoming more common for companies across the world?

A significant factor impacting today’s workforce is a talent shortage. As more companies desire niche skills, recruiters face a time-sensitive challenge. How can they spend less time finding suitable candidates?

To boost recruiting efforts, recruiters have begun integrating more technology into their processes. As the industry has evolved, so has the technology that recruiters use.

Below, we take a closer look at helpful talent acquisition technology that has changed the way we hire.

Talent Acquisition Technology That’s Changing How We Hire

Video Conferencing

The use of video conferencing platforms can be sourced back to the rise in remote workers. Since 2005, regular remote work roles have risen by 173%.

As the trend continues, companies see the benefits and challenges that remote work presents. One challenge is communication. Companies have implemented communication technology, such as video conferencing, to provide consistent employee communication.

Not only is this technology available to current employees, but recruiters use it with candidates too.

Regardless, if a role is remote or not, video conferencing helps lower recruiting travel costs. Let’s say your ideal candidate is one state away. Previously, you might’ve flown that candidate out for a face-to-face interview. Instead, your recruiter now uses video conferencing software to connect with a candidate quickly.

Using this technology helps recruiters expand their candidate network without sacrificing the relationship they build through face-to-face interactions.

Augmented Recruiting Analytics

An obstacle that recruiters often face is retaining newly hired talent.

Consider the time that a recruiter invests in finding, interviewing, and onboarding a candidate. According to a survey by SHRM, that average time-to-fill sits at around 35 days.

Additionally, proactive recruiting has become more prominent and necessary, thanks to today’s candidate-driven talent market.

What have recruiters done when facing the time-sensitive challenges of the industry?

A recent trend shows that HR departments have started using augmented analytics to aid in recruiting efforts.

Without a background in data science, HR staff can struggle with identifying valuable insights from candidate data.

The three components that HR recruiters use with augmented analytics include machine learning, natural language process, and the automation of insights.

Machine learning allows HR driven augmented analytics to improve as recruiters use it. The continued use of this data results in more accurate and valuable candidate insights drawn from the analyzed candidate patterns.

Candidate Relationship Management

At the dawn of the Internet, some of the first talent acquisition technologies that recruiters used included e-recruitment platforms.

The Internet now provides an exponential amount of data to sort through. To tackle candidate data, recruiters began using Applicant Tracking Software (ATS) in the late 1990s.

Today, recruiters still need a method to keep candidate information organized. However, today’s candidate-driven market calls for more focus on the candidate experience. This focus on the candidate experience has also changed how recruiters organize information within candidate relationship management (CRM) platforms.

In the past, a recruiter might have used talent acquisition technology, like ATS, as a tool to track information candidates submitted, like a resume.

While similar to ATS, CRM falls in line with the increasing use of proactive recruiting strategies. For example, recruiters that use CRM can maintain timely communication with passive candidates.

Modernize Your Recruiting Efforts

Finding the best technology and tool to boost your recruiting efforts can seem challenging.

The first step to take is defining your hiring needs.

Who is your ideal candidate? What expectations do you have for the roles you need to fill? How can your ideal candidate meet those expectations?

Outlining what you’re looking for and who your ideal candidate helps narrow down your search. Additionally, knowing these needs also highlights where your recruiting efforts may benefit from talent acquisition technology.

The best way to hone in on what tools align with your recruiting needs is by partnering with an experienced firm like TruPath.

TruPath’s team provides you with a personalized recruiting solution that capitalizes on what your company does best.

In addition, TruPath also offers consultative services throughout your recruiting process. Consulting with TruPath provides your hiring team with valuable guidance and industry insights throughout the recruiting process.