For many the future is scary. With it, come the unknowns of life and future dependencies, change, life events and so on. There is a great deal of our lives spent thinking about the future, quite literally. Everything from college funds, career planning, to retirement accounts and beyond. The future can be daunting, but change happens at one point or another and industries specifically either have to adapt or fall by the wayside.
Take the classic Blockbuster for example. Given the opportunity to buy Netflix, Blockbuster turned them down thinking their business model of convenient at-home movie purchasing and watching was outrageous. 20 years later, the Blockbuster franchises have closed everywhere (except for one). Video stores simply could not compete with streaming platforms such as Netflix, Hulu and Amazon Prime. The convenience and ease it brought to the consumer’s product experience made it too easy to save the commute and forget about Blockbuster.
So you see, by not adapting to the most current trends in their industry, the company faded out of existence. Such is the same in other industries, where technology plays different roles. In the recruiting software industry, things are no different. There are opportunities for innovation, growth just as there are for downfall and lagging behind.
So whether it involves technology or not, what could the future of recruiting software look like? Let’s find out.
Technology has no doubt advanced over the last, well - “insert time here”. In the last decade or so, artificial intelligence has entered the spotlight as one of the most innovative and intrusive technologies of the 21st century so far. AI has gotten a lot of attention, some bad and some good.
It is hard to tell where the American public stands on its ideas of AI technology. Its usability factor is huge, with the possibilities of it being deployed in many industries. With questions looming ultimately over whether it will take over industry jobs or far greater - the world - no one knows the big picture for AI yet. As AI-based software, applications, and more start being developed to create smarter ecosystems and better functionality, it will become more mainstream without you even knowing it.
This very document that I am typing on right now houses a form of Google's Artificial Intelligence. It is called Google Cloud’s vision OCR or optical character recognition that uses deep-learning algorithms to pre-form text into your sentences with high accuracy. So using this as an example, AI is harnessed to help people complete their full thoughts.
When it comes to the model that Google Cloud’s computing goes through, it is pretty similar to many other AI-based programs that are used on the internet. AI does the bulk of the work in the background of a process. Being able to parse, sort through and do all of the heavy lifting is what developers lean on heavily when it comes to innovative applications.
Many have been talking about artificial intelligence in recruiting for years, in hopes that it would help boost bottom line revenue and help with mundane tasks that plague recruiters. According to workforce.com, AI has become increasingly used in boosting productivity for recruiters.
With applications given the ability to analyze candidate pools, recruiting funnels and more - the possibilities are out there to achieve a greater level of functionality for recruiters. AI driven analytics is also a really big time-saver when it comes to filling job needs. Even when it comes down to diversity and inclusion goals, recruiters can excel with the ability to already have placement data made available by artificial intelligence.
In recent years, many recruiting software programs have increasingly been able to help recruiters vet their candidates. Being able to assess what kind of candidates are in their funnel is a big part of prioritizing placement strategies.
With certain agencies making their screening process industry specific, there are technologies that are helping this process go even smoother. Especially in fields where coding is necessary, there are assessments made specifically for making these technical skills prominent in an applicant process. This will make it easier for candidates to highlight their strengths and for recruiters to find them.
Many people just have their skills and experience listed on their resumes, LinkedIn profiles and cover letters. This is a game changer and a great opportunity for people to really vet their candidates. Obviously, it has to be used in an honorable manner and ensure that this is really the process you’d want to use to find the best candidates. However, looking to the future, it is hard to imagine how recruiting won’t involve these new technological innovations.