Executive Search is heavily reliant on wide and intricate networks and relationships. However in today's digitised world, recruiters are able to do more. Innovations in recruitment technology are enabling executive search professionals to dramatically expand their reach and maintain larger networks. Here are just some ways in which recruitment technology can help executive search hiring:
- Automated resume screening: Recruitment technology can scan resumes and identify candidates that meet certain qualifications and qualifications, which can save time for human recruiters. Screening candidates could take one individual weeks - but the immediate shortlisting tools available are helping fast identification of top talent.
- Predictive analytics: Some recruitment technology uses machine learning algorithms to predict which candidates are most likely to be successful in a particular role, which can help identify top candidates more quickly.
It's still a new technology and so caution must be applied to ensure that the predictive analytics are not replicating unconscious bias that may have previously existed in hiring practices. Ideally, the blending of predictive analytics with human oversight will ensure that any flaws in the data-driven approach can be quickly identified and straightened out.
- Data-driven insights: Recruitment technology can analyze large amounts of data and provide insights into patterns and trends in the job market and the recruitment process, which can help to identify opportunities for improvement.
Critical data insights will also only improve your understanding of the exec talent market and competitor landscape.
- AI-powered sourcing: Some recruitment technology uses AI-based techniques to search for potential candidates on various platforms, this can include websites, social media, and professional networks.
This will dramatically speed up the time to identify and engage the top talent. The hours saved mean exec search professionals will have the time to invest in selling the role to the very best available talent.
- Virtual interviews: Recruitment technology can facilitate virtual interviews, which can make it easier to connect with and evaluate candidates, regardless of their location.
- Automated communication: Some recruitment technology can automate certain types of communication with candidates, such as scheduling interviews or sending follow-up emails.
Normally this approach is not associated with exec search hiring campaigns. However recruiters need to think differently. Automation technologies can get close to replicating human interaction and can enable significantly more 'touch points'. to keep top talent warm and engaged.
- Hiring process insights: Previously when struggling to attract the very best talent for senior leadership roles - the barriers to hire might not have been immediately obvious. This is no longer necessarily the case. New technology can show you exactly what the barriers are to hire and the amount this affects talent in your pipeline..
It's important to note that recruitment technology is a tool and should be used in conjunction with human recruiters who can provide the personal touch, assess candidates' soft skills, and ensure that the company's culture and values are aligned with the candidates.