早在大流行席卷全球之前，招聘流程就已经在技术上变得更加先进。现在，公司意识到远程招聘的“新常态”将在可预见的未来持续存在。值得庆幸的是，人力资源行业有望取得成功。许多公司已经准备好拥有高效的数字招聘流程。但是，在打造理想的远程招聘体验方面存在挑战。
真正成功的人力资源部门将是那些拥抱人性化招聘的部门。人力资源专业人员仍然需要注意不要在整个招聘过程中丢失候选人体验的个性化。从智能视频面试实践到彻底的背景调查，人力资源团队需要优先创建高质量、高效的系统。至关重要的是，当前的虚拟招聘程序要达到以前的亲自实践的质量。
下面解释了人力资源行业技术发展的三个方面，由于我们的世界远程工作，这些方面正在迅速变得更加普遍。
1) 通过申请人跟踪系统 (ATS) 进行简历审查
招聘人员和人力资源专业人士可以期待人力资源技术不断发展的原因之一是，它有助于简化简历审查流程，并可能减少偏见。人工智能 (AI) 是申请跟踪系统 (ATS) 的基础，可帮助招聘经理有效筛选求职者库。考虑到远程招聘通常会在全球范围内扩大您的申请人群，缩小申请范围变得越来越困难。但雇主应该认识到，随着人工智能作为帮助候选人选择工具的工具不断发展，为通过人工智能解决方案筛选的候选人提供保护的法律也是如此，作为招聘过程的一部分。
现在所有工作申请都在线，必须确保公司使用最好的 ATS。招聘人员和招聘经理需要确保应聘者了解编写适合 AI 的简历的重要性。否则，优秀人才可能会被忽视。当您的 ATS 为您工作而不是与您作对时，就有可能在琐碎的任务和筛选候选人上花费更少的时间。相反，您可以在申请审查过程的人为方面进行投资。如果招聘经理可以从一开始就专注于与合格候选人建立关系，那么招聘过程就会更加顺畅。
2) 背景筛选
在远程工作的世界中，使用可靠的背景筛查方法从未像现在这样关键。对所有新员工进行全面的背景调查以及对现有员工的持续监控对任何公司都至关重要。作为人力资源技术发展的关键部分，通过在线平台管理的背景筛选在过去二十年中一直在稳步增长。
2020 年，无论您的业务规模或行业如何，很明显，人力资源部门应该为了公司及其员工的利益而利用在线背景调查平台。正如我们之前提到的，在招聘和雇用新员工时，仓促不系统地招募某人是灾难的根源。毫不奇怪，通过在线平台管理的背景筛选是现有的最有用的人力资源技术之一。
3) 视频面试流程
虽然没有什么比与人面对面交谈更好的了，但虚拟面试也有它的好处。如果一家公司掌握了视频面试流程，它就会为未来开辟一系列新的可能性。视频面试既是一门艺术，也是一门技能，这已经不是什么秘密了。有时，候选人非常适合某个职位，但却误解了面试期望，从而导致视频通话质量不佳，无法展示他们的才能。
实施清晰的流程可以防止混乱或不舒服的视频采访。确保您的人力资源团队能够轻松解决虚拟面试设置问题是关键。在复杂或技巧性问题的远程面试中，减少对“测试”候选人的关注是有意义的。也许为此目的实施测试任务。目标是寻找人才并培养候选人取得成功。预先与求职者设定期望有助于防止任何可避免的尴尬。例如，添加虚拟面试准备电话并专注于模拟办公室体验是彭博人力资源团队使用的一些策略。
讨论人力资源发展的这三个领域只是冰山一角。全球的人力资源部门同时发生了大量的技术进步，包括与员工审查和工资单相关的改进。虽然还有待观察，但这可能是一些未来将继续依赖的技术公司的预览。
The HR departments that truly succeed will be the ones that embrace the human side of hiring. HR professionals still need to be careful not to lose the personalization of candidates’ experiences throughout the hiring process. From smart video interview practices to thorough background checks, HR teams need to prioritize creating high quality, efficient systems. It’s crucial that the current virtual hiring procedures level up to the quality of previous in-person practices.
Explained below are three aspects of the evolution of technology in the HR industry that are quickly becoming more prevalent thanks to our world working remotely.
1) Resume Review through Applicant Tracking Systems (ATS)
One of the reasons why recruiters and HR professionals can look forward to the continued evolution of HR tech is because it helps streamline the resume review process, and may reduce bias. Artificial intelligence (AI) is the basis of the Application Tracking Systems (ATS) that help Hiring Managers to sift through applicant pools efficiently. Narrowing down applicants is increasingly difficult with remote hiring, considering it often expands your applicant base across the globe. But employers should recognize that as AI grows as a tool to help with the candidate selection tool, so do laws that provide protection for candidates screened through AI solutions as part of the hiring process.
Now that all job applications are online, it’s imperative to ensure companies are using the best possible ATS. Recruiters and hiring managers need to make sure applicants understand the importance of writing an AI-friendly resume. Otherwise, prime talent could likely be overlooked. When your ATS is working for you and not against you, it’s possible to spend less time on menial tasks and filtering candidates. Instead, you can invest in the human side of the application review process. When hiring managers can focus on relationship-building with qualified candidates from the beginning, it allows for a smoother hiring process.
2) Background Screening
In a remote working world, there’s never been a more critical time to use a reliable background screening method. Comprehensive background checks for all new hires, and continuous monitoring of current staff are crucial for any company. As a key part of HR technology’s evolution, background screening managed via an online platform has been steadily growing over the past two decades.
In 2020, regardless of your business size or industry, it’s clear HR departments should be utilizing an online background checking platform for the sake of the company and its employees. As we’ve mentioned before, when it comes to recruiting and hiring new employees, rushing to bring someone on board unsystematically is a recipe for disaster. It’s no surprise background screening managed via an online platform is one of the most instrumental HR technologies to exist.
3) Video Interviewing Processes
Although nothing beats speaking to someone face-to-face, virtual interviewing has its benefits. If a company masters its video interviewing process, it opens up a new set of possibilities for the future. It’s no secret that video interviewing is both an art and a skill. There are times when a candidate is a perfect match for a position but misunderstood interview expectations, leading to a subpar video call that doesn’t showcase their talent.
Implementing clear processes can prevent disorganized or uncomfortable video interviews. Ensuring that your HR team is comfortable troubleshooting virtual interview set-up issues is key. It would make sense to focus less on “testing” candidates during a remote interview with complex or trick questions. Perhaps implement a test assignment for those purposes. The goal is to find talent and set candidates up to succeed. Setting expectations with job candidates upfront can help prevent any avoidable awkwardness. For example, adding a virtual interview prep call and focusing on simulating an in-office experience are some tactics used by the HR team at Bloomberg.
Discussing these three areas of HR’s evolution is just the tip of the iceberg. There is a vast array of technological advancements happening simultaneously in HR departments across the globe, including improvements related to employee reviews and payroll. And while it remains to be seen, this may be a preview to some of the technology companies will continue to rely on in the future.
