As we look to start the new decade with bright eyes and building on all that we have learned thus far, we thought we would give a quick guide to the HR trends we see playing a big part in the industry in 2020. Not only what they are but at what point to leverage these trends and tools to the greatest effect throughout the candidate lifecycle.
1. The recruiting chatbot
Technically, this isn’t a new one for 2020, but we have seen a large spike in the usage of this tool throughout the industry in the latter part of this year. According to a 2018 Talent Board survey, 66% of European companies said they were interested in implementing a chatbot to their career site in 2019. Chatbots are becoming commonplace for corporate websites and their value cannot be underestimated. After all, they are inconspicuous and even when they are not in use, they promote a culture of innovation and efficiency by offering direct and immediate solutions to questions or problems.
As we progress into the new decade, we predict that it will become increasingly unusual to not have a chatbot function on any hiring or application section of a corporate website. As this feature becomes commonplace however, there will be a vast expanse of providers offering this product. Finding a generic automated chatbot will not become the issue. Finding an intuitive chatbot as part of your HR solutions that has a tailored recruitment focus that will increase candidates’ interest in the company will certainly be harder to find. Look for a chatbot that offers quick and concise application opportunities for candidates and human contact options if requested.
Furthermore, if you want your chatbot to help your team protect their time and streamline the application process more effectively, a platform that offers additional features such as CV sorting and processing, pre-screening video interviews, and even live video interviews, will help retain candidates and maintain interest. This in turn will work to strengthen the profile of your business, for its use of innovative solutions for processes, which are typically elongated and mundane.
2. Artificial Intelligence
Artificial intelligence is a hot topic on the lips of almost everyone spanning a wide array of industries. AI is an immensely effective tool in any HR professional’s arsenal. We see no reason why this will slow down in the new year, if anything this should only increase in its usage. AI can be leveraged effectively within HR industry in a range of ways; we use AI primarily to compliment the human decision making components required by effective HR professionals, our integrated artificial intelligence supports our on-demand video interview feature by displaying the recordings with the highest potential first, and matching criteria to lessen workload and dramatically improve efficiency. This functionality harnesses the power of AI to help decision-making when faced with very high volumes of applications, but also to act as a sounding board for human perception during the selection process.
Automation is a HR professional’s best friend; we constantly hear things like “there aren’t enough hours” or more light-hearted quips about someone relieving the pressure in what can be a very high intensity and stressful job. Smart automation is the answer to a problem that has overburdened and overworked HR and hiring departments for decades. Specifically, smart HR processes, which should be designed by someone with a good knowledge of the sector and its challenges. All too often we see HR automation is included in a technical team or IT managers role for basic commands such as pulling data or sorting CVs. However, this should not be left as a check on someone else’s list. Effective automation will be progressive and tailored to fix issues with the HR process tailored to your business or it won’t be used, or if it is used it will quickly be dropped.
Automation has already come a long way in the last decade, but it can go a lot further while still avoiding making the work that is pre-programmed look too artificial. It is in the marriage of automation and human response and evaluation that real lasting progress can be made. Good examples of how to effectively implement automation functions can be seen in our products such as the chatbot and the interview scheduling functions that are used to engage the user’s intent, fulfilling informational enquiries quickly and effectively.
4. Candidate Experience
Again, the focus on this aspect of the HR process has been gaining traction recently and shows no signs of slowing next year. In the digital space, news travels fast with more ways than ever for candidates to share their experience on a range of channels. This in many ways is an opportunity for good reputation management for your organization for 2020. Offering solutions that are responsive, intuitive and value the candidates time will limit the disruptive and damaging responses that prospective job seekers may post and add value to their experience. The association between an effective and communicative HR department and a candidate sets a precedent for their ongoing experience and development at your company.
Start as you mean to go on with HR Systems that are both accessible and encompass the latest technology trends. Maintain strong and versatile communications with prospective and current candidates to ensure you attract the very best candidates and nurture their performance.