A lot of people are worried about artificial intelligence and what the rise of this technology means for the future of work. “Will this take my job?” is a very common question that I get when I talk about AI in recruiting.
The short answer is no. Strong AI that is capable of replacing humans is a long way off. Even for simple use cases, most AI is simply a tool for humans, not a replacement.
Read more at: https://recruitingblogs.com/profiles/blogs/ai-recruiting-s-exoskeleton
With technology advancements constantly adapting and changing, we are now seeing it in every aspect of our lives; at work, at home, and in public places, but where does it fit in in the recruitment industry?
Recruitment is a challenging industry to work in; admin work to complete, hundreds of CVs to look through, background checks to complete, it’s no wonder that technology is being used within recruitment and making a considerable impact on both large and small companies as well as agencies.
Read more at: https://recruitmentjuice.com/blog/top-recruitment-tech-trends-to-watch-in-2020/
From the first phone screen to the last in-person interview, recruiters know what to expect when it comes to engaging with top talent (as well as the when, where and how). With that familiar foundation to build upon, the only piece left is optimization.
But now with the world of work in a state of change, expectations for when, where and how recruiters connect with candidates is evolving rapidly. All-remote interviews and distributed hiring are now the new normal, and may be for some time to come.
Read more at: https://www.greenhouse.io/blog/3-challenges-remote-interviews-solve
Human Resource Management is not a classical or customary job anymore. With modernization, the need to mechanize the HRoperations grew with leaps and bounds. Now, there are not just individual automatic systems to facilitate functions, the multifarious parts that each system has, also add to the level of advancement and efficiency. For instance, there are notable similarities between an HRMS system, HCM suite, and HRIS software, but the purpose of each has almost hairline differences which makes them unique.
Read more at: https://recruitingblogs.com/profiles/blogs/the-amalgamation-of-hr-and-infotech-hris-a-boon-or-bane
The development of HR as a set of processes is more Tech guided than it used to be. It stands to reason that as businesses develop and branch out into various industries, that new technology would emerge to aid, streamline and largely automate certain aspects of the operations.
From ATS and recruitment software to management and communication tools, Tech solutions have been and continue to be on the rise as we dive deeper into 2020.
Read more at: https://www.manatal.com/2020/04/14/developing-hr-technology-intelligent-recruitment-for-2020-and-beyond/
It’s easy to feel small and helpless in moments like these. No one could prepare us to navigate the uncertainty that COVID-19 has created in our world. The shock, immediate impact, and lingering doubt and fear has weighed on every human being worldwide over the past few weeks. The shock hasn’t been able to truly wear off because we’re still in the midst of daily changes and news that affects the comfort and security of our personal and professional lives.
Read more at: https://goarya.com/blog/the-role-of-hr-technology-in-light-of-covid-19-a-letter-from-leoforce/
Many of us are having to confront a new reality in which remote work and social distancing are either mandatory or highly encouraged. At Lever, we’ve decided to move to a fully remote model for interviewing, and we anticipate that this already is — or soon may be — the case for many of you.
We’ve already seen this shift with our customers, who have increased their usage of Zoom interviews by 50% in the last 3 weeks.
Read more at: https://www.lever.co/zoom-upgrade/
We do live in unprecedented times. If someone would tell me a month ago that the borders of my country would be closed I would have to laugh. It’s a reality now. I had some discussions with some recruiters about possible impacts on the recruitment industry. This situation nudged me to think about a lot of things. An example could be how we as recruiters do our job. If you are a recruiter the impact of coronavirus on recruitment will depend on two aspects.
Read more at: https://recruitingblogs.com/profiles/blogs/coronavirus-as-a-recruitment-challenge
Coronavirus (COVID-19) is disrupting hiring practices and working environments at companies of all sizes. Managers and HR departments are getting creative to keep business running smoothly, while implementing widespread changes to the hiring process.
Whether you’re hiring as normal, or need a sudden influx of temporary workers to support outbreak-related response needs, here are a few ways companies can adapt to a changing employment landscape.
Read more at: https://resources.careerbuilder.com/small-business/tips-to-overcome-the-impact-of-coronavirus-on-hiring-and-talent-acquisition
How will recruiting technology change the hiring process?
The recruitment process is evolving. This means that everything considered so-called ‘traditional‘ will morphe into a new and advanced process.
Recruiting technology is the technological process that occurs within talent acquisition. Designed to complete tasks automatically rather than manually. This can be achieved through IT implementation and the usage of automation and AI to carry out recruitment tasks.
Read more at: https://recruitingblogs.com/profiles/blogs/5-ways-recruiting-technology-will-change-the-hiring-process