Here's how you can effectively use new technology as a recruiter: focus on key skills.

Please NO! We must learn to embrace AI but when it comes to matters like this there is no place for AI. ?? Recruiters must use their experience and expertise to look at these CVs, spot the nuggets of experience and use it to their advantage, AI will just skim for keywords and ignore the plethora of talent available. Just say no!

As a recruiter, you can effectively use new technology by developing key skills such as data analysis for sourcing and screening candidates, leveraging AI-powered tools for resume parsing and chatbot interactions to enhance candidate experience, utilizing social media platforms for talent scouting and employer branding, and adopting virtual interviewing platforms for remote hiring processes. Staying updated with the latest trends in HR tech and continuously improving digital literacy will further enhance your effectiveness in leveraging new technology as a recruiter.

As a recruiter, focus on these key skills when using new technology- Stay updated with recruitment tools. Manage and analyze data effectively. Automate repetitive tasks. Engage candidates using technology. Use tools for remote hiring. Be aware of cybersecurity. Stay adaptable and open to learning new tech trends.

Utilize AI and Automation: Implement artificial intelligence and automation tools to streamline the recruitment process. AI can help analyze resumes, screen candidates, and identify top talent efficiently, saving time and effort like - ChatGPT, Gemini, Copilot, and Meta AI AI for Efficiency: Use AI to make hiring faster and easier. Resume Analysis: Let AI scan resumes to find the best matches. Candidate Screening: Use AI to screen candidates automatically. Identify Top Talent: AI can help pinpoint the best candidates quickly.

Leverage social media platforms like LinkedIn, Facebook, and Twitter for recruiting. These platforms can be used to identify potential candidates who possess specific skills and to engage with them directly. Advanced search tools and algorithms can help pinpoint individuals with the exact skill sets needed.

Social sourcing leverages social media platforms to access diverse talent pools. Utilize advanced search features and recruitment software to reach passive candidates. Engaging with candidates on social media fosters rapport and insight into their career aspirations. Mastering social sourcing requires technological adeptness and an understanding of human behavior.

There are so many social media platforms that candidates and people use nowadays and they all offer potential access to untapped talent. As a recruiter you have to be discerning which social media platform is suited for the roles you are recruiting for. Some social media platforms such as GitHub are unique and specialize in coding. Quora and other industry specific platforms can identify talent that may not be present or as engaged on traditional platforms such as LinkedIn, Facebook, Instagram, Twitch, Discord etc Being able to integrate social media platforms and potentially source profiles into your ATS using generative AI to search or scan these would offer a unique competitive advantage and streamline the sourcing process.

Social Sourcing : The latest way to get talent pool to spot the right person for right job. we get people of similar interest gathering at same point which makes easier for recruiter to find perfect match for his job requirement. Example as Cricket lovers, Cinema lovers and News readers and etc, find their own blogs or sites joining in such communities to get updates. If Social sourcing is a way to find talented people its easy for recruiter to spot right candidates for his job.

Leverage social media platforms like LinkedIn, Facebook, and Twitter for recruiting. These platforms can be used to identify potential candidates who possess specific skills and to engage with them directly. Advanced search tools and algorithms can help pinpoint individuals with the exact skill sets needed.

Video interviewing software is a cornerstone of modern recruitment, facilitating global candidate connections. It broadens talent access and enhances convenience for both parties. Proficiency in video interviews demands comprehension of digital communication nuances and seamless candidate experience. Prioritize professionalism and personability to foster engaging interactions, transcending physical distances.

Video interviewing tools with notetaking functionality are extremely valuable in recruiting. They allow the recruiter to take a personalized approach to candidate engagement, free from the distraction of taking notes on a separate screen. They allow the recruiter to fully engage in the interview and actively listen and respond to the interviewee.

Interviewing candidates using videos great, however, organizations need to realize this is a two-way street. So if they’re expecting candidates to do video interviews, the hiring managers should be willing to also create video content that helps to inform the potential applicant before they actually apply.

video interviews leverage the hiring process by offering efficiency, global reach, cost savings, flexibility, and enhanced candidate experience, ultimately leading to better hiring decisions and a more streamlined recruitment process.

As a recruiter, here are three key points to keep in mind when it comes to using data analytics tools in your hiring process: - Data analytics tools can provide valuable insights into your recruitment data that were previously hard to obtain. - By analyzing patterns and trends in your recruitment data, you can make informed decisions that improve efficiency and effectiveness in your hiring process. - Understanding how to interpret and act on this data is a crucial skill for any recruiter looking to optimize their approach and enhance their recruiting outcomes.

Data is the life blood of organizations and while data analytics used to be a separate department it is now everyone's responsibility. You also demonstrate your contributions and earn your seat at the table through metrics that prove your impact. If you do not speak data analytics, you risk to be left behind. There are small things and small actions you can do in order to put in place a rudimentary data analytics tool (such as time to fill, candidate surveys, candidate check in surveys after 6 months etc). It can become more sophisticated and take the shape of dashboards and specific metrics and customized reports from your ERP integrated with up to date dashboards which are available for leaders at any time to make strategic decisions.

Apply data analytics to improve hiring decisions and predict hiring trends. Analyzing data from past recruitment efforts can help identify which skills are most likely to contribute to a candidate's success in a role, allowing for more focused and effective future recruiting.

Data Analytics : Playing a key role in each and every organization. In recruiting and hiring it also plays a significant role in precepting, analyzing , delivering and supporting the right resource through various Analytical tools from time to time according to market quench. It also improves capability of hiring the top most resources who could undoubtedly will be a big break for startup's and mid level organizations.

Optimizing your career page for mobile devices is crucial in today's job market. A significant portion of job seekers use mobile devices throughout the application process, and a mobile-first approach ensures a positive candidate experience. This includes features like click-to-call functionality and the option to receive text notifications.

Put the power in the candidates hands! Using candidate self scheduling tools that include mobile tech options like text reminders, calendar integration and push notifications make staying on top of application status and interview scheduling easy for candidates. Easy communication tools lead to more engagement and better contact to hire metrics.

There are many stereotypes about millenials and gen z ers but one is really easy to prove. Gen Z-ers and Millenials are more comfortable texting than being on the phone. Most candidates I speak with in this category may not even have voicemail. In order to make sure that you are not excluding great talent, your application process, careers website and even candidate engagement may need to be rethought and given a facelift. Most Gen Z-ers do things on their phones and they do not want to spend too long entering the same information in different ways. (Most human beings do not appreciate the latter) Ensure your application process can be done on a mobile platform and that it is streamlined and not frustrating to prevent losing talent.

Ensure your recruitment process is mobile-friendly, from job postings to application forms. Today’s candidates often use their mobile devices for job searches and applications. A mobile-optimized process can increase engagement and accessibility for tech-savvy talent.

Assess your current skill set and identify areas where technology can enhance your abilities. Stay updated on emerging tools and platforms relevant to recruitment, such as applicant tracking systems, AI-powered sourcing tools, and video interviewing software. Invest time in learning how to use these technologies efficiently and leverage them to streamline your recruitment processes, improve candidate sourcing and engagement, and enhance overall productivity. Additionally, continuously seek opportunities for upskilling and professional development to stay ahead in the rapidly evolving recruitment landscape.

The best recruiting teams collaborate and prioritize learning new skills. They also learn from each other. The mindset of learning from your team regardless of title/position will not just improve the culture of collaboration, but will facilitate everyone to have intellectual curiosity and want to be a lifelong learner. Staying up to date as a recruiting generalist is essential. However, to stand out, pick an area that you want to be more of a go-to in. If data is your hobby, make it your passion and be the analytics expert on your team. If you love outreach and socials, become to go to for the perfect outreach email/text. LinkedIn Learning is a great resource for training. Look for ones that will help you get more in-depth knowledge.

Recruitment is a process of hiring the right talent for the job requirement in your organisation. Most of the good hires comes from Employee references where some responsibility for the candidate is taken by the employee which avoids a bad hire. In this tech world with AI lot of work has become easier to hire in a similar way AI can not only be used for recruiting but also identifying the right platforms to hire . Also platforms where employees can chose their available time to schedule their interviews such as DaySchedule.

There are many tools and new tech is constantly emerging. Talent Acquisition professionals need to keep up to date with talent acquisition themes and trends. I do this by subscribing to newsletters and following tech evangelists. AI is one of the biggest emerging tech which will revolutionize and upend many fields including Talent Acquisition. TA professionals who are strategic understand the importance of working with new technology and incorporating it in your work to be more efficient. Equally important is finding the right tool or trend to implement in your organization and ensuring that you are not putting your organization at risk without doing your due diligence around transparency, privacy, consent, copyright, security etc.

Great community article & shared insights, especially as technology continues to make significant impact in Recruiting. Adding these bits as well... 1. Automate repetitive tasks (int. sched., marketing, sourcing, etc.). Plug what you need into a search engine and you'll get great lists 2. Sharing & Collaboration tools when used often and effectively can be game changers. It helps to get team buy-in. Then cadence & materials to be shared - pick a few and commit 3. CRM/pipeline tools require time and care, but can make all the difference. If well organized, relationship info can carry on from the old guard to the new As with all tech, you have to use it to become proficient, and hopefully ahead of the game - until the next tech pops up.

Aprimore suas habilidades de comunica??o digital para se envolver efetivamente com os candidatos por e-mail, mensagens instantaneas, redes sociais e outras plataformas online. Isso inclui ser claro, conciso e profissional em suas comunica??es e responder prontamente às consultas dos candidatos.

-Use AI-powered tools to streamline repetitive tasks. This frees up time for recruiters to focus on building relationships with candidates and hiring managers. -Utilise keyword optimisation tools to ensure job postings are searchable and attractive to candidates. Experiment with different formats & content to increase engagement. -Harness data analytics to track recruitment metrics & performance indicators. -Offer self-service options for application status updates, interview scheduling & feedback collection to improve satisfaction and retention rates. -Use social media platforms to proactively engage with passive candidates. Build relationships by sharing relevant content, participating in industry discussions, and personalised outreach.

In today's technology-driven landscape, the most effective way for recruiters to leverage new technology is by integrating AI into their recruitment strategy. It is crucial to stay ahead of the curve in a world where AI is driving everything. Embrace the power of AI in crafting attention-grabbing job descriptions tailored to attract top talent. Leverage generative AI to infuse your JDs with the most-searched keywords, ensuring maximum visibility among job seekers. Additionally, utilize AI to identify profiles that align with your ideal candidate persona, such as Solutions Engineers, by specifying key criteria and letting AI suggest relevant titles. By automating these tasks, you free up valuable time for more meaningful human interventions.

Ai is also very help-full for but it is totally depend on skill set mentioned in the cv so initial screening round is important to find out right fit candidates