New technologies are constantly being developed – and they are increasingly being used by employers to help fine-tune recruitment. Today technology can auto-generate personality and skills tests, automatically rank candidates, profile job seekers based on their online activity and optimise job descriptions: all potentially making a CV unnecessary.
Recruiters and companies alike are used to being inundated with paper resumes and more so now, digital CVs from applicants, but the downside to this is naturally volume. Technology is being developed constantly to help with this challenge.
Yet, recruitment still comes down to human interaction regardless of any artificial intelligence. So before deciding that you don’t want to see another CV, read on.
A changing marketplace
The job market is constantly evolving and candidates, as well as industries, are looking for contract or part time roles, requiring a specific skillset.
One of the most compelling arguments for using artificial intelligence to aid recruitment is that it matches the general move away from full-time, long-term, permanent employment. According to the Guardian, more than half the jobs created in the EU since 2010 have been offered as short-term contracts – and there has been a steady increase in the number of part-time jobs too.
Part of this change is also driven by people wanting more of a flexible approach to work, which has seen a work/life balance being prioritised within the workplace.
As a result, more employers are searching for individuals with skills that match a particular project. The online behaviour of potential candidates can be particularly insightful when it comes to determining such skillsets.
For example, tools already exist that allow you to automatically produce a tailored skills and aptitude test for each job seeker – utilising these in an assessment centre provides an excellent base to engage in meaningful targeted dialogue around the applicant’s preferences in the work place.
But it’s important to not forget – artificial intelligence can assist with recruiting needs, but it is still a long way from being able to do it all for you, currently there is nothing on the market that can replace people. It is still essential to have people analyse outcomes, which is where working alongside your trusted recruitment partners is essential.
Testing out new recruitment technology
Working alongside your recruiter can also help reduce your operational costs, as they will most likely have tested the market first for software that is beneficial to them.
According to a research report by Glassdoor, the average overall job interview process takes 22.9 days in the U.S, with an extra 4 to 9 days for the UK. Therefore, it makes sense to find the right piece of software – and the right recruitment partners – to help with speeding up the process.
When looking at investing in technology to help with any processes, always consider how these will tie in with your data protection policies.
The power of LinkedIn and social media
LinkedIn marketing tools report that more than 50% of recruiters say that social media is their best source for finding quality candidates. Due to the visibility of LinkedIn profiles, and the verifiable nature of endorsements and networks, many could say that LinkedIn is a threat to the traditional CV.
However, this is just helping with some of the ‘heavy lifting’ involved in recruitment. The likes of artificial intelligence helps to inform decision makers, but it isn’t making the decisions just yet.
Your view on CVs
We would love to know what your views are on CVs, is this something you foresee being scrapped? Or will technology come into force to simply support CVs, and enable decision makers to hire the right people for their business?