RECRUITMENT CHALLENGE 1: BEFORE POSTING A JOB AD
COMPANIES LACK AN ACTIONABLE OVERVIEW OF SKILLS THAT ARE ALREADY AVAILABLE IN THE ORGANIZATION OR A TALENT POOL
According to Gartner, Skills Management is where HR leaders see the most relevant emerging HR technologies. While career paths are becoming more unpredictable and people are acquiring new skills faster than ever, skill profiles are constantly changing. With a manual approach, it is impossible to keep track of the skill information.
However, AI-powered parsing combined with precise skills data will give organizations a dynamic representation of available skill sets at any given moment. This facilitates skill-based matching even before publishing job ads – thereby boosting internal mobility, upskilling initiatives while reducing the time and cost of hire.
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RECRUITMENT CHALLENGE 2: THE JOB AD IS LIVE
ON MANY CAREER PAGES, A POOR CANDIDATE EXPERIENCE IS KEEPING CONVERSION RATES AT MEDIOCRE LEVELS.
Organizations that make it easy for candidates to find relevant jobs on their career pages have higher conversion rates and more talent to choose from. 46% of HR professionals believe that offering greater employee self-service capacity* will help improve their recruitment. Automation can play a crucial role in this.
One option is a parsing solution and matching engines that are built directly into the career site to automate the first phase of the candidate journey. After uploading their CV, candidates immediately see suitable vacancies and only have to hit “Apply”.
RECRUITMENT CHALLENGE 3: APPLICATIONS ARE FLOWING IN
THE PATH FROM THE APPLICATION TO AN ACTIONABLE SHORTLIST REMAINS DISCONNECTED AND SLOW.
Let’s say your job ad gets you a lot of candidates. That’s great! But what now? If the process of getting from incoming applications to an actionable list of top candidates is slow and time-consuming, most candidates will be hired somewhere else before a recruiter reaches out. Also, if the process is inaccurate, chances are that you’re missing out on relevant talent. Matching engines, seamlessly integrated into your ATS, will facilitate automation and acceleration and allow recruitment to actually scale.
Automated candidate engagement tools can even ask questions to ‘validate’ the match before a recruiter comes into play. And of course, seamless integrations are key: 75% of HR technology leaders expect that their HR technology suite in 2025 will be consolidated around an HCM suite with around 3 additional applications from 3rd parties (Gartner, 2023).
RECRUITMENT CHALLENGE 4: CLOSING WITH TOP CANDIDATES
TOO MANY CANDIDATES GET LOST DURING THE HIRING JOURNEY.
Communication with candidates holds many obstacles to overcome along the recruitment process. How can recruiters make sure they keep their candidates engaged and get their attention along the recruitment process? Frequent, personalized communication is one great way to prevent losing candidates.
In today’s competitive marketplace it’s important to engage with candidates in their preferred communication channels. Depending on the region, messenger services like WhatsApp and text / sms allow recruiters to better connect with candidates – considering WhatsApp reporting an up to 90% reach of the relevant age groups. And with quicker response time (<2 hours) and high open rates (90%) messenger apps are much more effective than email.
What if your ATS automatically created a shortlist of candidates after creating a job description, and your recruiters could initiate a first check-in with those candidates in just one click? Candidate Engagement technology empowers recruiters to leverage the efficiency and convenience of messenger platforms from within the ATS. The result? A higher open and fast response rate leading to a streamlined candidate journey, an optimized hiring process, and engaged candidates. Other opportunities are automated interview scheduling via WhatsApp, profile updates or post-interview feedback surveys.
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