DIGITAL TRANSFORMATION IMPACT ON EMPLOYEE RECRUITMENT. These are my hypothesis created based on the objectives and questionnaires; Hypotheses: H1: Recruitment and retention will improve as a result of digital transformation.
DIGITAL TRANSFORMATION IMPACT ON EMPLOYEE RECRUITMENT
These are my hypothesis created based on the objectives and questionnaires;
Hypotheses: H1: Recruitment and retention will improve as a result of digital transformation.
H2: Using automated recruitment processes helps make candidate selection easier.
H3: If I will use online recruitment, then it will be easier to manage large number of applications efficiently.
H4: Online recruiting platforms like LinkedIn make it much easier to attract job candidates. Aim – To explore the use of online platforms in the recruitment process. Objectives – To establish how effective and successful the use of online platforms is in the recruitment process. – To investigate what are the digital platforms that organisations (most) use to recruit employees. – To determine the impact of employer advertisement on attracting employees.
What do we mean by digital transformation of recruitment?
First, let’s define digital transformation. For some companies, digital transformation means disrupting business by completely changing how they operate (internal) or how they interact with customers (external).
In most cases, though, digital transformation is acquiring tech and data solutions, such as applicant tracking systems, to simplify or eliminate admin tasks and increase operational efficiency in and across departments and hiring teams.
So, what does this mean for you, as a recruiter, again? Less time buried in spreadsheets and paperwork, and more time eliminating your company’s recruiting process gaps.
There are some challenges in implementing a digital transformation recruitment plan. Getting buy-in on the plan and budget with stakeholders and executives and training employees on new tech platforms are just a few of them. But the gains of digital transformation far outnumber the losses.
Technological solutions, such as AI and automation, boost operational efficiency, product quality and customer retention. Let’s tie this to recruitment: all these assets translate into faster hiring processes, happier candidates and employees, and a more polished employer brand. Still doubting?
Let’s dive deeper into how digital transformation of recruitment impacts business.
Better productivity and time to hire
Digital tools help you speed up daily processes in various ways. For example, you can automate administrative tasks, such as keeping records of applicant documents or scheduling interviews.
Recruiters who use an ATS will be able to screen candidates faster, because the ATS will present all necessary candidate information in one place. They won’t have to read a resume and then open a different file to see the candidate’s cover letter, portfolio or assessment; it’ll all be on the same page.
And if this sounds trivial, think about all the time you’ll be saving if you have 5 or 10 or 20 open jobs at the same time and you have to screen 50 candidates for each one of these roles.
And, it’s not only recruiters who save time via digital transformation. Candidates will also be able to apply faster with auto-filling application forms and one-click apply buttons.
Not to mention that when the candidates receive a more personalized communication, with feedback or follow-ups, they have a more positive experience and are more likely to stay engaged or get back to you.
Improved metrics and efficiency
Gathering and analyzing data on your own can be time-consuming, and even inaccurate in some cases particularly if it’s dependent on human processes. Luckily, most recruiting platforms will automatically collect metrics (such as a current pipeline report).
With a snapshot of your hiring process, you can identify and eliminate bottlenecks in the pipeline and also capitalize on the most lucrative sources for candidates in a specific job opening.
With this type of data, you can identify gaps and experiment with solutions before they start affecting time to hire and cost per hire. For example, you may figure out that many candidates withdraw at the assessment phase.
Perhaps that’s due to a time-consuming assessment or it measures what the candidate sees as irrelevant skills. You could, then, try shortening the assessment and make it more targeted, and see how applicants respond to that.
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