How technology can help you recruit during and post coronavirus

This is how you should be taking advantage of recruiting technology

Remote tech solutions have become a lifesaver for industries such as recruitment and HR amid the outbreak of COVID-19, but are you making the most of it, and are you thinking ahead to post-coronavirus times? 

We sat down with Sharon Davies, the founding director of Talent Propeller, to find out. 

Hey Sharon! What tech solutions have you been using to help you through COVID-19? 

When we started to focus on how we could use technology to continue delivering to clients, what we saw was everyone jumping on external tech such as Zoom or Teams. We came at it slightly differently. So we said, how can we use technology to build out shortlists, manage talent proactively and effectively to carry us through once the lockdown settles down.

People are still applying for jobs and those numbers are increasing, so technology’s enabled us to be proactive in how we handle their applications. I think it’s critical to have tools to liaise with candidates, but also to ensure that you can contact them quickly when a suitable role does arise. 

One of the things we did was open a portal for candidates so they could manage their applications, take skills tests, build an online profile and just be more in control of their job search.

How important is it for recruiters to stay on top of tech trends? 

Staying on top of what’s happening, trends and technology is absolutely important. But I don’t think it’s a smart business idea to jump on every new technology fad. It’s really important to assess if a new piece of technology is going to add value to your business. Will it make operations faster, or enable you to deliver a better outcome? 

We’ve all been so tech reliant these past few weeks, what are you hoping develops post-COVID?

I really hope it will help move us to a place where we can further reduce conscious and unconscious bias. If we are able to leverage technology and tools to continue to remove bias, imagine what our outcomes could be in terms of creating a really diverse workforce. 

I’m also excited about how technology can enable better transparency between companies and jobseekers, creating faster ways to connect, and sharing opportunities between recruiters and candidates. In these last six weeks we’ve all had to be really agile and open to change, so hopefully that mentality will carry through and ideas for innovation will continue to flow over the next six to 12 months.