Trends

Upskilling your recruiters in 2022 and beyond: 7 tech trends to look out for

As technology is becoming more advanced and more organizations are implementing it in their day-to-day operations, the demand for talent has never been higher. That’s why creating an effective training strategy is a crucial step for recruiters to keep up with the changes and always stay one step ahead of the competition.

But training, like anything you implement at your company on such a big scale, should be properly thought-out to ensure the success and longevity of the strategy. To help you make the best decisions, we’ll cover the most important tech trends for 2022 and beyond that you can use to upskill your recruiters and benefit every department within your organization.

Why is upskilling your recruiters important

A lack of recruiting expertise can lead to significant inefficiencies, such as increased expenses and a loss of talent. Even potential applicants can get lost when untrained recruiters spend too much time filtering good candidates out rather than screening the proper people in. 

On the other hand, well-trained recruiters tend to be better listeners and can be more dependable. If you're a manager or human resources professional, you should consider upskilling your team for the following reasons:

Increase profits and impact: A professional recruiter can help your organization source excellent people, boosting overall efficiency and impact. Having a company where the best candidate is assigned to each position can increase earnings and employee satisfaction.

Hire the best talent: Acquiring the best people is the ultimate goal of a recruiter training program, and it's one of the most significant advantages of upskilling your recruiters. When your staff improves, people outside see it and want to be a part of this change.

Build a self-managed team: If you properly train your recruiters, you can rely on them to source great applicants. At some point, you won't even have to oversee the recruiting process if you trust your recruiters, allowing you to focus on your responsibilities.

Build habits: Starting training as soon as possible allows you to avoid bad recruiting habits and instill strong hiring policies in your recruiters. Once recruiters learn the process, they’ll be able to pass it over to new hires, making the circle continue on its own.

How to upskill your recruiters

Now that you know why it’s so essential to upskill your recruiters and what you can get with a properly structured training strategy, it’s time to answer the most pressing question: how do you accomplish this task? Below you’ll find 4 ways you can upskill your recruiters starting today.

1. Provide phone/video training

Recruiters talk to potential prospects over the phone or video, as well as in person. As a result, this etiquette is a vital element of the process and teaching your recruiters how to properly manage phone discussions with applicants will help them perform better. The training can be conducted between employees to create a safe environment where failing and improving are encouraged.

2. Utilize mentors

Assigning novice recruiters to experienced recruiters allows them to observe the tactics and procedures that your best recruiters employ as professional recruiters can provide more in-depth answers to novice recruiters' questions. A mentor is also a valuable tool for a rookie recruiter since it helps them build ties within the organization.

3. Teach active listening

One of the most critical abilities a recruiter can have is the ability to listen. Recruiters talk with many people throughout the day, from coworkers to potential applicants, and because they do it so much, they’ll often miss out on important information. One method to assist your recruiters in remembering knowledge and making colleagues and candidates feel heard is to emphasize the significance of active listening.

4. Track progress

Creating an assessment system and rewarding quality work can help your recruiters succeed in their roles. It can be used during their job and during the training process to show them their progress and encourage them to keep improving their abilities, both of which will contribute to the long-term success of your organization.

How trends are influencing recruitment

Although many recruitment tasks have been performed for many years, the ones that recruiters have to deal with every day are constantly changing. That’s because technology is playing an increasingly essential role in talent acquisition, thanks to the introduction of digital HR.

Tech trends always affect talent recruiting in the long run, no matter how hard you try to control what’s happening within your organization. It means that HR directors must know about current events to make essential changes. 

Writing and posting job descriptions, screening applicants, conducting interviews, planning recruitment events, negotiating compensation packages, and onboarding recruits are all part of the talent acquisition process. 

With such a wide range of responsibilities, talent acquisition is regarded as one of the most important activities of the human resources department, influencing team quality, cohesion, and the achievement of critical business objectives. And when advancements happen, the whole field gets disrupted, and only those who know how to adjust will prevail.

7 tech trends to look out for

The best way to stay one step ahead of your competition is to be aware of the trends and know how you can leverage them before everyone else. Below we cover the seven most prominent tech trends that will take over technology recruitment in 2022 and beyond.

1. Remote interviewing

Job interviews held through video conferencing tools like Zoom or Microsoft Teams are examples of remote interviewing. The technology also makes it easy for other departments to join in the interview and selection process, allowing for collaborative hiring.

Although remote interviewing is becoming increasingly popular, it’s not without drawbacks. For example, if you can't interview from a clean or professional setting, it can be challenging to present yourself professionally, and background noise or activity might create a distracting environment for both the interviewer and the interviewee. 

Another problem lies in unexpected technological obstacles, especially ones beyond a candidate's control, which might cause applicants to become confused and apprehensive, which can turn recruiters away from a candidate. Fortunately, many video conferencing solutions now offer different solutions, such as blurred backgrounds, to combat those problems and make high-quality remote recruitment possible.

2. Analytics

The application of analytics to talent acquisition processes enables data-driven decision-making and insights to identify areas of strength and weakness, lower the cost of talent acquisition, uncover difficulties and bottlenecks in the process, and fill vacant posts more rapidly. What’s more, talent analytics can demonstrate the effectiveness and return on investment of your recruiting software.

Recruiters can project and anticipate future trends, such as expected candidate performance, predicted time to fill, interview acceptance probability, and predicted tenure of a candidate, using predictive analytics, which is also on the rise. Because of technological advancements, most recruiting software now includes aggregation, trend detection, visualization, and predictive analytics as standard features, making analyzing data even easier.

3. Automation

Automation can complete a wide range of recruiting duties that would typically take several hours. Verifying documents for many candidates, for example, takes a lot of time but doesn't require the involvement of a human. Instead, each document can be processed for verification by a bot, which uploads the results to an applicant tracking system, saving recruiters plenty of time.

Automation is widespread because it can perform a great deal of heavy lifting at a high rate while also providing value and automation to the talent acquisition process. When integrated with AI, the technology can source, filter, sort, and rank applicants to generate a pipeline of competent candidates with the abilities and potential to succeed in open positions based on candidate profiles, resumes, and social media profiles. 

4. Artificial intelligence (AI)

The application of artificial intelligence to improve ways to source, discover, and engage talent is one of the fastest developing areas of talent acquisition software today. It includes intelligent talent platforms and job-posting platforms, chatbots, and natural language processing (NLP). AI is also utilized to reduce bias in identifying, selecting, and hiring candidates.

For example, chatbots can assist candidates in their job hunt by engaging them and providing information about available positions and NLP helps firms write more accurate and appealing job advertising and offers letters free of improper wording that may prevent some individuals from applying. It also allows chatbots to answer individuals in a user-friendly and accurate manner. Furthermore, machine learning enhances AI by allowing it to evolve, meaning that the software grows more effective the longer it is utilized.

5. Gig economy

With the emergence of freelancing platforms such as Fiverr and Upwork, many professionals are satisfied with making their services available on the internet and working with multiple employers simultaneously on a freelance basis, effectively becoming their own bosses and fueling the self-employment culture.

When it comes to recruitment, hiring talents for one-time tasks through freelancing platforms can often turn out to be a burden given the enormous amount of professionals available on the market and the difficulties associated with screening them as they’re usually reluctant to share as much information as you would see with a more traditional hiring process.

6. Recruitment marketing

The gig economy has also brought another change to the job market, and it’s all about who drives it. Today, it’s more and more about the candidates rather than the employers, and job seekers effectively have more power and confidence to reject an offer they don't like - or simply avoid applying to jobs that aren't effectively advertised.

Employers are increasingly using recruitment marketing tools to increase the number of qualified individuals who find and apply for coveted jobs. Recruitment software incorporates marketing techniques and best practices into the hiring process, automating the dissemination of job posts and optimizing them for today's job seekers.

7. Applicant tracking systems

An applicant tracking system (ATS), or a recruitment management system, is a form of human resources software that automates the application process. It's a digital archive for all applications, allowing HR professionals to ditch the old pen-and-paper system. Similarly, the software enables the automation of several processes in the application cycle, freeing up HR professionals' time to focus on other essential responsibilities such as assessing applications.

Today, more and more companies utilize this tool in their HR departments. Most of them experience unprecedented results, both in terms of the resources they were able to save and the talents they acquired, making ATS tools a must-have for companies of all sizes.

How to keep up with the trends

Simply knowing the trends won’t guarantee success in the long run. Recruitment is an incredibly fast-paced field, and technological advancements make it even more exciting. Here’s how you make sure you’re up to date with everything going on in your industry:

1. Conferences

Attending industry events is important and while it’ll often take half a day from your schedule, the people you meet will compensate for all the time you spend away from your desk - not to mention the insight and inspiration you'll gain from listening to speeches delivered by industry thought leaders. 

2. Webinars

If attending recruiting events is out of the question, webinars are another great way to hear from industry professionals regularly. You can get the inside scoop from folks who know their subject without even leaving your desk, no matter your specialty. Furthermore, if you don't have time to attend a live webinar, you’ll always receive a recording if you register.

3. Reports

To stay on top of your game as a recruiter, you must be able to draw on all of the data that is continually collected in the industry. Because recruitment is changing quickly, keeping your finger on the pulse of emerging recruiting trends is critical. With reports on everything related to recruitment, you can learn about trends specific to your industry or area, and you don't even need to be a data scientist to figure out what the findings mean - everything is set out in colorful charts and statistics and written in plain language.

Improve your recruitment technology with Manatal

With all the current trends, and much more to come, you might feel overwhelmed and think that there’s no way you can keep up with everything. Luckily, many tools are available on the market, making this task so much easier.

Manatal is here to help you leverage the newest technology and maximize your recruitment efforts. Here are just some of the benefits you can expect if you decide to start using Manatal:

1. Speed up the hiring process

Applicant monitoring systems reduce the time it takes to hire top talents. Tasks such as resume parsing and weeding out non-qualified applicants usually take hours and can be completed more easily and quickly with Manatal. This benefit is amplified when routine operations like sending candidate alerts and scheduling interviews are automated, which adds up to time savings. What’s more, a faster hiring procedure allows you to secure top applicants before competitors snatch them up.

2. Hire top talents

Manatal allows you to specify predetermined standards and credentials to screen out unqualified individuals and select the best ones from our recruitment database. This enhances the hiring quality and allows you to find the best prospects faster and avoid wasting time on those who aren't a good fit. As a result, you'll be able to make proposals to high-quality candidates quicker. 

3. Provide better candidate experience

Manatal not only saves time for HR departments but also for applicants. Candidates can apply for jobs more quickly and easily with an easy-to-use application, which improves the overall experience. Furthermore, the faster and easier the procedure is, the more candidates will likely finish it, increasing the talent pool from which you can choose.

In addition, sending automated emails to applicants who provide regular and timely communication can dramatically boost candidate engagement and experience. Those with good experience are more likely to accept your job offer, reapply in the future, or recommend your organization to others.

4. Analyze your performance

Analytics and reporting features in the Manatal ATS can provide additional insights for making data-driven decisions. Hiring reports, for example, are one of the HR reports that every small business requires. Manatal aids in determining the efficiency of the recruitment process, identifying which source of hire provides the best applicants, and making sure that your strategy aligns with the diversity, equity, and inclusion principles.

Start recruiting with Manatal today

If you’re looking to implement an applicant tracking system at your organization, there’s never been a better moment. With Manatal, you can start your free 14-days trial today and explore the benefits of our tool without spending a cent.

Click here to create your account and give your hiring a massive boost with the best talent recruit software.

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