In the brief history of the HR tech industry, no other type of enterprise tool has been as widely adopted as recruitment software.
From the early days of the applicant tracking system to today’s era of AI-powered talent management tools, recruitment tech has spanned decades of evolution.
And it’s not about to change in 2019.
HR Tech News spoke with industry veteran and Xref CEO Lee-Martin Seymour – who has observed the HR tech space for the past two decades – regarding trends that will shape recruitment next year.
While machine learning will obviously continue to dominate tech development in 2019, Seymour highlighted three insights that cut through the hype of the so-called digital revolution.
Trend #1: Digital savvy vs digital addiction
Gone are the days of the digitally challenged HR leader. Seymour noted the growing awareness of CHROs, HR directors, and HR managers when it comes to enterprise tech trends.
“Once upon a time, they would have big questions about why they should automate, how they should automate, and how apps can help them,” said Seymour.
One example is the increasing use of background screening tools for a process that, not so long ago, included calling references one by one on the phone.
“They’re no longer asking, ‘Would I need to automate my references?’ They’re now coming to us and saying, ‘I need to automate my reference checking and workflow – how do you guys do it?’”
The explosion of tech in the workplace has led, however, to what Seymour calls “app addiction.”
“This is a global epidemic in HR,” he said, pointing out the pre-occupation of business leaders with the latest shiny new tools and the use of technology “for technology’s sake.”
“We’ve really got to be very diligent on what technology we are using for our businesses,” he said.
Trend #2. Winning over passive candidates
In a tight labor market, passive candidates have become premium candidates. They’ve got the right skills, the right attitude toward the job; they’re just not interested in switching companies.
The question on everyone’s mind: how can organizations win over passive candidates?
“Companies that all too often turn the tap off when they’re not looking for candidates are doing the wrong thing,” Seymour said. “We should be focused on pipelining these candidates.”
Better than the average applicant tracking system, upcoming recruitment software will provide insights into the entire candidate life cycle.
Enter talent relationship management software, which can be used to source, connect with, and nurture potential recruits long before they even apply.
“If we’re building talent pools and networks of people who are interested in our business and are happy to stay in the sidelines until we do have something that fits, then we’ll get the people that we’re looking for and we’ll look very good in the eyes of candidates,” said Seymour.
Trend #3. Weeding out fake credentials
Apart from candidate sourcing apps, verification tools are also becoming important globally not only to ensure employers are hiring the right talent, but also to check profiles and credentials in the interest of public safety, Seymour explained.
“The only way you can validate whether someone is qualified for the job you’re hiring for is to check their references,” he said.
With the advent of machine learning and blockchain, the HR tech industry is getting better at building tools that weed out fake candidates, especially those who seek to fill positions of care and trust and who will be dealing with people in sensitive situations.