HR Recruiting for Today’s Workforce
Technology has greatly affected the workplace: how we work, how we communicate and most importantly how interviews and recruitment are done. Traditional recruitment procedures were manual, long and riddled with the unnecessary bureaucracy that not only made the process ineffective but also costly (Reynolds, 2009). Modern technology has revolutionized recruitment and made it possible for human resource teams to have access to a larger pool of talent to shortlist from, as well as making the process itself more interactive and immersive
One of the major milestone changes in this area is the application of virtual reality and augmented reality in the recruitment process to make it more immersive and effective (Fader, 2016). Virtual reality technology immerses the user in a different dimension of reality, and its goal is to create a sensory experience that seems to the user as though it were happening in the real world. It relies on special gear to create a simulated experience. Augmented reality, on the other hand, overlays virtual objects on real-world objects and gives the user the ability to interact with them, essentially imposing computer-generated graphics on the real world. The principle aim of both of these technologies is to gamify the recruitment process towards making it more interactive and involving, enabling the recruiter and candidate to be more immersed in the process than when using traditional methods.
Secondly, blockchain technology can greatly impact the recruitment process. Blockchain works by initiating a set of smart contracts in a system whenever a specified condition is met. The benefit of blockchain is that no one single entity is in complete control of the process, therefore there is guaranteed security of the processes (Fader, 2016). The blockchain is useful in analyzing and verifying the credentials of job candidates. This is important in ensuring trustworthiness and integrity in the recruitment process.
Blockchain augmented and virtual reality technologies are important improvements to the human resource skill acquisition process and I would apply them to recruit new managers. They offer great possibilities and new options that were not available in the traditional processes while ensuring that the recruiter and the candidate get a chance to interact even before a physical meeting. In a highly connected world where people are willing to work in different parts of the globe, it would be very inefficient to demand candidates to appear in person every time an interview is called for.
The effectiveness of these technologies has been proved by the companies that have used them. Most of the early adopters are usually large corporations who can bear the initial cost of installment, but other companies have also come on board. For instance, virtual reality and augmented reality has made me possible for recruiters to understand the behavioral and cognitive profiles of the prospective candidates before they consider inviting them for interviews (Reynolds, 2009). Companies that invest in these technologies save on the unnecessary costs that come with the traditional methods and increase their chances of hiring more quality talent.
These technologies are more than simply modern trends in the human resource process. They may have been unanticipated, and have greatly revolutionized the workplace, but their impact will continue to be felt in the recruitment process for many years. Furthermore, with improved technology, these methods are set to become more effective and a complete move from traditional recruitment procedures will be inevitable.
References
Reynolds, D. H., & Weiner, J. A. (2009). Online recruiting and selection: Innovations in talent acquisition. Chichester, U.K: Wiley-Blackwell. Bottom of Form
Fader, S. (2016). 365 Ideas for Recruiting, Retaining, Motivating and Rewarding Your Volunteers: A Complete Guide for Non-profit Organizations.
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