While the recession and pandemic have devastated many industries and forced them to reduce their attitudes, others have seen reverse effects and are expanding robustly.
For years, companies have been trying to digitize the hiring process. However, the outbreak of the Covid 19 pandemic, locks and social distance rules have accelerated the switch to digital settings.
Here are some hiring tools and techniques that recruiters should watch out for:
1. Speed Hiring
Move over speed dating, speed setting is here.
With the help of quick hires or quick interviews, recruiters can meet many different candidates in a short time, usually during virtual career fairs.
Quick hiring events on Hireplace / Image Credit: Hireplace
The local startup Hireplace holds virtual hiring events for students and job seekers to find full-time positions through online quick interviews.
Some of the companies that have signed up for these speed hiring events are JTC Corporation, Enterprise Singapore and Wantedly.
"For companies that are still hiring, the number of applications has skyrocketed, and the human resources department may struggle to cope with the sheer number of shortlisted candidates," said Stewart Chan, co-founder of Hireplace.
Quick interviews are a good opportunity to inspire potential employers in just five minutes, and as Stewart puts it: "Everyone gets a bit of time with the HR department or HR managers."
2. CV screening with artificial intelligence
Photo credit: Great learning
Recruiters can use artificial intelligence (AI) throughout the recruitment process, from advertising to winning potential applicants to predicting job performance.
A popular use of AI is to look through application documents such as resumes so that recruiters can decide who to contact first. This is also better known as the applicant tracking system (ATS).
CV screening software typically extracts details from CVs by identifying keywords that relate to the skills or past experience of job seekers.
Each job seeker is then assigned a score and the candidates are ranked and sorted.
The MyCareersFuture.sg portal has a similar preview function that HR managers can use to take a look at applicants' key skills and work experiences before deciding which CVs to download.
This is undoubtedly a useful tool for recruiters who have to go through up to a thousand applicants.
On the other hand, job seekers need to pay attention to the use of such technologies and adjust their resumes to ensure that AI can accurately recognize their skills.
3. Online video interviews
Photo credit: JobStreet
Given the prevailing social distance rules and the measures to work from home, companies are increasingly using video conferencing tools such as Zoom to conduct interviews.
Although personal interviews are difficult to conduct during this time, virtual interviews offer a similar experience. They are very interactive and employers can still effectively access expressions and body language.
Recorded video interviews in one direction
Pre-recorded interviews are increasingly being used in the recruitment industry as a tool for selecting candidates for the next phase: the face-to-face interview.
A recorded interview is filmed in advance and then viewed by the recruiter. Candidates are asked to connect to a platform and record themselves to answer a number of previously recorded questions.
Most often, these interviews aim to learn more about candidates before they meet and are an alternative to a pre-dial phone call.
Digital hiring processes are likely to lag behind Covid-19
Although the advent of Covid-19 may have prompted more employers to introduce these tools, they have gained popularity even before the pandemic.
"In this digital age, where new technologies and skills are changing the hiring landscape, it is vital for us to keep pace with the changes to better match job seekers with employers." said Workforce Singapore CEO Tan Choon Shian.
The large pool of applicants is likely to remain after Covid-19, and these tools make it easier and cheaper for HR departments to hire employees.
Selected image source: MIPS