In this day and age, HR managers have the advantage of leveraging the latest technology in the recruitment process. It makes sure you recruit the best technology contractors, without having to spend 25 hours a day, eight days a week in the office, just scrolling through a vast collection of resumes.  

Technology allows you to focus on other official tasks by taking repetitive and time-consuming processes such as interview scheduling, resume screening, etc. off of you and your team’s shoulders. The time thus saved can be used for other productive works like building genuine relationships with high-profile contractors. Hence, by adding the latest technology to every level of recruitment and hiring, HR managers can attract the right tech contractors, ask the right questions, and make smarter choices about who will best fit their requirements. Here are some ways technology is helping recruitment platforms help HR managers:

Reduce costs and prevent schedule issues

Interviewing can be a time-consuming and expensive process. The simple task of scheduling an interview can turn into a herculean one, making you go back and forth for days, or even weeks, as you try to schedule a time that’s convenient for all stakeholders.

This is not easy, especially for contractors. Quite often, they need to take time off and even travel to make it to the screening interview, which can be difficult, more so under the current global health landscape. Recruiters and contractors have to go through this trouble to attend an interview where, most of the time, recruiters based on their first impression with contractors decide if they’ll move further in the process or hire him/her. This brings us to the next point.

Using pre-recorded and live-video interviews to screen candidates

There are four ways in which video interviews can help.

1. Provide you with the insights you're looking for: Contractors can answer your questions comfortably in their habitat. This way, recruiters don’t need to meet candidates face-to-face for the first round, which speeds things along and saves on expenses for both parties.
2. Build a standardized screening of candidates: Using a structured interview guide allows you to assess candidates equally and in various ways. You can closely monitor what they are saying and how they are saying (body language, facial expressions, etc). This also lets you make data-driven decisions as you compare contractor responses side by side. With video interviews, recruiters can evaluate candidates based not only on their CV but also on the skills. In comparison to screening calls, this method brings down the time spent on each contractor, enabling you to screen more contractors.
3. Provide a positive candidate experience: Everyone will agree that a positive contractor experience is key to attracting the best contractors for your company. HR Managers also need to create a good first impression on contractors, especially if the hiring didn't materialize. Using video interviews in the recruitment process will show that your company is avant-garde and leverages the latest technologies and methods on the go. It will also reflect your respect for the contractor’s needs, as you provide them with the chance to present themselves and tell you about their motivations and skills without them having to travel back and forth.
4. Improve collaboration on your recruitment process: Improving collaboration within the recruitment department is also vital to make better hiring decisions. Video interviews allow you to involve all your team members in the process. They can all view, rank, and compare candidates. This leads to a more transparent and open decision-making process and makes it simpler and quicker, eliminating individual responsibility.

Criteria based assessment level tests

Skill assessment tests are designed to help recruiters evaluate the knowledge and the skills of their potential contractors, as well as their current ones. Using it as an assessment tool helps companies ensure that they are building a relevant skillset for their businesses.

ATS - Technology Augmentation

Applicant Tracking System (ATS) is an innovation that helps recruiters stay informed about their contractors’ progress through the application process. It can centralize and track all contractor communications in a single place, as well as the ability to store, annotate, share, and search contractor profiles and CVs with ease.

AI can eliminate unconscious human bias

While we know that as humans, we are prone to expressing unconscious biases when recruiting contractors for roles, the question arises as to how we might be able to eliminate such bias by leveraging AI. Here, Artificial Intelligence (AI) and Machine Learning (ML) can help close any diversity gap. For example, AI learning models with the historical application forms can help hire contractors with high client satisfaction scores. This allows the system to pick up on the subtle application attributes/traits and not be impacted by on-the-job, human biases. By simply using an automated process like this, it's possible to drastically reduce the scope for human bias.

Analyze contractor trends

Recruitment managers also rely on technology to give them analytical data and insights into monitoring employee performance or tracking sources of hire so they can target the right candidates on the right channels. Deploying AI and ML helps HRs make data-driven decisions. 

In conclusion, it’s important to remember that technology doesn’t make the ultimate decisions, or remove the need for HR managers. The authority to take the final call rests with HR. What technology does is, provide an additional data point that can help make informed decisions that are free from biases, convenient, time-saving, and effective.