We’ve come a long way from posting wanted ads in the local paper. These days, job seekers begin their hunt online — and so do recruiters.
Online job boards are probably the most significant change that recruiters have had to deal with in recent years. But they’re just the beginning of the ways technology has changed this and other HR functions for the better. Here’s a look at a handful of technologies in the process of disrupting recruitment as we know it.
The cryptography that powers blockchain has implications for a variety of industries and activities — including HR and recruiting. blockchain provides immutability in transactional and financial records and helps prove authenticity in our manufactured goods supply chains. But this public ledger could be used to securely record data on personnel, too.
Which “data points” are most helpful to employers during recruiting? It’s things like past employment, education, certified skills, work performance and the results of background checks and verifications. Blockchain can vouchsafe all of this information for employees throughout their careers: a good thing for hiring managers and applicants alike. It adds trust and authenticity to a person’s application, helps weed out faked or exaggerated credentials, and helps speed the bureaucracy along.
There’s a lot of work to be done on industrial blockchain standards, but it’s likely to become a staple in personnel management and many other fields before much longer.
Virtual reality is another technology with a vast amount of potential that we’ve only barely begun to harness. Does it sound like an unlikely tech tool for recruiting? Maybe it shouldn’t.
The list is long, and getting longer, of companies successfully using VR to recruit and train new generations of workers. Jaguar, the British Army, Intuit, General Mills, and many others are building their own VR apps and experiences to treat applicants and new hires to things like:
Building VR apps is a great way to show off your company’s culture at recruiting events and trade shows, to test candidates on their abilities, and to engage in safe and detailed onsite training for more advanced employees or those in the process of onboarding.
Social media is hardly a breakout technology in 2019. But for recruiters, it seems like social sites are only just beginning to yield their full potential when it comes to targeting and vetting recruits. Maybe more than any other medium, seeing how somebody comports themselves on Social media can go a long way in determining whether they’re a good cultural fit.
First and foremost, remember that Facebook is the first stop for many internet users.
