Today, you can tell your smartphone to send a message to a contact and find a free parking slot in your area, among other things. Virtual assistants, like Alexa from Amazon and Siri from Apple, are becoming increasingly mainstream in our daily activities. And these aren’t the only places where automation and machine learning are making a step forward. New technologies featuring artificial intelligence, predictive analytics and machine learning are finding their way into our recruiting and talent acquisition processes.
But when and how will these technologies impact your hiring and recruitment activities?
Boolean search, social media recruitment and automation of all recruitment processes through VMS and ATS systems, supported by bots, is already part of the recruiters daily life and gave us not only high visibility but also a broader recruitment instrumentarium to be more efficient and successful. More advanced machine learning can already aggregate candidate data, present a list of this data to a recruiter, or shortlist candidates based on their work history and skills.
On top of this artificial intelligence combined with predictive analytics has the advantage of being able to make better analytical decisions, matches and guidance such as whether a selected candidate will be successful and why or why not. New technology has the capability to even write job descriptions based on the nature of a job, structure of the business and the business culture. Combined with the predictive analytics systems that can give you predictions around time to hire, area to recruit, market rates, competitive salaries, etc. the hiring and recruitment industry will undergo a disruptive change in the coming years.
The recruitment technology landscape is still very fragmented, with many small software providers. It lacks one integrated solution and full adoption by the world’s largest VMS or ATS systems.Thus creating the more complex business challenge of how to use a suite of applications besides the original challenge of choosing a suitable technology to support Talent Acquisition. On top of this, developments in LinkedIn (50% of recruiters source through LinkedIn) and technology giants like Google and Facebook are likely to disrupt the recruiting marketplace with the introduction of new tools specific for the hiring and recruitment market.
In summary
Most of these new technology developments are implemented in isolation and added to daily processes, whereas no significant changes have taken place in the core talent acquisition applications like VMS and ATS. Further advancements, integration with traditional support systems are likely to reshape the recruitment industry in the coming years. The hiring and recruitment landscape may not change overnight, but in the next 24 months, it will undoubtedly meet game changing technologies. This evolution in recruitment technologies will not only impact individual recruiters and their recruiting firms but will also force current traditional VMS and ATS software suppliers to meet demands and stay competitive.
About the author
Ron Bosma is Managing Partner at TalentIn. With more than 30 years in the industry and as former Managing Director of Randstad Sourceright EMEA he has an extensive experience in RPO and MSP solutions, having served client’s like Philips, Siemens and PWC to define and execute their contingent talent management strategy including supportive technology systems like VMS and ATS. His previous roles have spanned across numerous EMEA markets and provided an opportunity for him to work with a variety of companies in many sectors.
TalentIn can help you assess the technology stack supporting your Talent Management Strategy. We are happy to discuss this topic more in depth with you. Please visit us at www.talentin.eu , mail us at info@talentin.eu or call us on +31 10 307 54 22.
