As the computerisation of industry unfolds, computers are becoming increasingly connected and communicate with each other to make decisions without human involvement. A combination of cyber-physical systems, the internet of things and ubiquitous data is driving a new wave of industry. Industry 4.0 as coined by Forbes.
As technology keeps getting smarter, we build communities that are driven by data; processes in general become more efficient, less wasteful and productivity should improve exponentially. Ultimately its the collaboration and interconnectivity of digital machines creating and sharing information that results in the sheer power of this new paradigm. Recruitment is set to benefit, unleashing recruitment 4.0.
Technological drivers in Recruitment 4.0
From local hosting to Cloud-based solutions – still not in peak adoption across many recruitment functions
Simply put, the ability to scale business utilising on-demand services, computer networks, increased storage, mobile and desktop applications or resources accessed via the internet and through another provider’s shared cloud computing infrastructure will transform how recruiters and candidates meet. The trend is characterised by:
1. Investments in Technology
Then:
Committing to long-term technology contracts
With EVA.ai:
Cloud-based solutions allow users to pay monthly fees across tiers of functionality. Flexibility to scale up, or down with technology during the organisational journey has immense benefits…
2. Financial Implications
Then:
Large investments in the cost of acquiring locally housed hardware + software
With EVA.ai:
Cloud computing cuts out the high cost of hardware. You simply pay as you go and enjoy a subscription-based model that’s kind to your cash flow.
- The cost of system upgrades, new hardware and software may be included in your contract
- You no longer need to pay wages for expert staff
- Your energy consumption costs may be reduced
3. The power of Real-time
Then:
Static tech – complex updating process that leaves your HR dept or recruiters twiddling their thumbs
With EVA.ai:
The beauty of cloud computing is that the servers are off-premise, out of sight and out of your hair. Suppliers take care of them for you and roll out regular software updates – including security updates – so you don’t have to worry about wasting time maintaining the system yourself. Leaving you free to focus on the things that matter, like growing your business
From Analytics to Machine Learning
How could you power your function if you could deploy machine learning, rather than time and cost heavy reporting? Machine learning is a method of data analysis that automates analytical model building. It is a branch of artificial intelligence based on the idea that systems can learn from data, identify patterns and make decisions with minimal human intervention
1. Investments in Technology
Then:
The percentage of reactive to passive candidates is clocked at about 80% to 20% respectively.
With EVA.ai:
Proactive – predict passive candidates likelihood to make moves in the job market (80%)
Predict when candidates are likely to progress. Using machine learning and upwards of 150 insights including semantic analysis, past recruiters’ decisions, and recruitment process selection outcomes your function can predict future demand
2. Gut Instinct
Then:
Recruiter performance is driven by a combination of experience and industry insight
With EVA.ai:
Supercharge your recruiters and perpetuate good practices with a technology that learns from previous decisions
Recruitment 4.0 companies turn every recruiter or candidate decision into a continuous insight loop that becomes the heart of your recruitment processes.
Don’t let your successful hiring processes go to waste. EVA learns, tracks, and retains these hiring patterns and trends to feed EVA’s core intelligence and begin identifying ideal candidates for similar roles every time to build long-term recruiting strategies for your entire team.
From manual processes to Process Automation
A general technology term that is used to describe any process being automated through the use of computers and computer software. Processes that have been automated require less human intervention and less human time to deliver.
Use intelligent automation to effortlessly automate tedious, time-consuming tasks so your recruiters can focus on high-value work. Recruitment 4.0 companies deploy automation to eradicate 60% of tasks in a recruiters day which are repetitive or non-core.
1. Candidate Screening
Then:
Manual screening and prescreening processes
With EVA.ai:
Automated and targeted conversations when the position is at the top of a candidate’s mind
2. Talent Pooling
Then:
Talent flywheel: Smart lists of candidate that are dynamic, updating in real-time when an additional candidate matches criteria outlines
With EVA.ai:
Automated and targeted conversations when the position is at the top of a candidate’s mind
3. Phone calls
Then:
1-off calling with dialling
With EVA.ai
Call queues to auto-call next candidate in the list automatically
From telephone tag to Chatbots
A chatbot is an automation technology that can simulate a conversation (or chat) with a user in natural language through messaging applications, websites, mobile apps or through the telephone. By applying machine learning in this process, Recruitment 4.0 companies are able to scale all activities directly related to candidate delight and fulfilling on hiring needs rather than spending weeks and months qualifying.
1. Call logs and processing
Then:
Manual admin to update the database with phone call logs and outcomes
With EVA.ai:
In-real time, chatbots can update candidate profiles so that recruiters can view the updated info, view the conversation as it’s occurring run, that update info can be automatically used to match that candidate to a job
2. Static Forms
Then:
Form-filling applications
With EVA.ai:
Dynamic conversations – seeing application completed rates skyrocket from 3% in a traditional form format to >65% in chatbot conversations
3. Candidate/Client Relationships
Then:
Break downs in managing multiple candidate expectations during the hiring process
With EVA.ai:
Complete transparency – Candidate portal to where people can view current applications (increase transparency), ai-powered job recommendations, and access a chatbot 24/7
From Multi-channel to Omni-channel
This revolves around your target audience customer and creates a single user experience across your brand by unifying every user touchpoint that accounts for the spillover between channels
1. Linkedin Reliant
Then:
Recruiters relied on Linkedin to source the best talent
With EVA.ai:
The ability to scour job boards, integrate with video posting, plug our chatbot on your website and across multiple communication channels
2. Reactive comms
Then:
Traditional focus via email and SMS
With EVA.ai:
Launch new channels of engagement; Recruiters can view the conversations – even as they’re happening – and decided whether or not to move forward with the individuals interviewed.
3. Cold shoulder responses
Then:
Low differentiation – candidate receiving loads of messages in their inbox from recruiters
With EVA.ai:
Launch new channels of engagement; Recruiters can view the conversations – even as they’re happening – and decided whether or not to move forward with the individuals interviewed.
From social media branding to targeted candidate attraction
Personalisation, omnichannel journeys, and user journeys are important to retain the attention of candidates. Understanding what messages to candidates at every point of their journey mean that you are more likely to convert candidates by giving them the relevant, real-time and up-to-date job information regardless of brand touchpoint
1. Social Media
Then:
Social media (Facebook and Instagram) used as a tool to create a presence
With EVA.ai:
Drive targeted attraction and engage meaningfully with gen x and millennials by curating interactive content that drives them to apply for your positions
2. Reach
Then:
Normal job ads reach just 20% of suitable candidates
With EVA.ai:
Targeted attraction campaigns – passive candidates present a huge opportunity – EVA takes your message to the other 80%
3. Social Conversions
Then:
Conventional thinking is that social media should just be used to attract and funnel candidates to your main careers site, where candidates can then apply for your role. While this can still work, in some circumstances this can prove to be ineffective.
With EVA.ai:
Launch chatbot directly on facebook messenger or Instagram pm for a seamless experience that takes ⅓ of the time
Chatbots role:
- A seamless experience with in-app chatbot conversations
- Screen and transform boring job apps into conversations
- Automate attraction, engagement, and screening
3. 2-dimensional/static content
Then:
Job banners with CTA
With EVA.ai:
Dynamic videos that not only generate interest in jobs but also do wonders for Employer branding
Short and to the point for max impact, + diverse to nurture overtime; Video has the highest social engagement + is proven to impact decision-making
From disjointed systems to single window
The old way of communication mean that recruiters had to work outside of the system to engage with candidates – upwards of 13 tools, in 13 browsers according to analysis from the Future of Work Institute
- Connect disjointed conversations that have to be manually entered into systems in order to be tracked
- Prevent data leakage between applications
- Bulk actions and automation to accelerate pipelines and time to hire
1. Blind job board hunting
Then:
Searching one job board at a time, not knowing which source the best candidates for each position, etc
With EVA.ai:
One Window – Search each job board within one window and track the effectiveness of each to work smarter, not harder. + instantly import candidate within 1 window
1. Blind job board hunting
Then:
Searching one job board at a time, not knowing which source the best candidates for each position, etc
With EVA.ai:
One Window – Search each job board within one window and track the effectiveness of each to work smarter, not harder. + instantly import candidate within 1 window
2. Managing multiple systems
Then:
Spending an immense amount of money on tools that each perform a specific duty
With EVA.ai:
Rationalise your sourcing spending by bringing it all together, saving time, enhancing productivity and supporting the shift to recruitment effectiveness, not just productivity.
The future is now
According to a study by Salesforce.com, operators utilising automation and AI are 4x more capable than colleagues or peers who don’t. Recruitment 4.0 has the capacity to augment your talent teams and support the goal of the function: To build world-class teams and to grow companies.
The Business Transformation Network have shared this article in partnership with EVA.ai.
