You could argue that money is the primary capital of every business venture, but the inflow and retention of talent is what makes any organization sustainable.
Surprisingly, recruitment as a process has always been intuition-driven. Starting from in-house recruitment tests developed by managers to personal interviews, hiring new candidates have been a decision based on data about the candidate revealed through a set of questions.
The More You Know
The more actionable insights you have on a candidate, the easier it gets to choose the right employee for your organization. Much of today’s HR activities are based on data collected and analyzed from the work patterns of various employees.
The effectiveness of the data, however, is directly related to the amount of data collected by the HR department of the organization. For large, sophisticated firms, this might not be much of an issue, but smaller companies start feeling the heat as soon as they adopt bleeding-edge HR technologies.
As an alternative to in-house data collection and analysis, technology vendors like Mettl have emerged with offerings that allow you to use their service to improve your HR activities, especially hiring.
“Human Resources isn’t a thing we do. It’s the thing that runs our business.” – Steve Wynn
But How Can Technology Help in Hiring?
I thought you’d never ask!
Talent acquisition is a complex process and in dire need of intervention from the bleeding edge technology and its advancements. Per the eBook by Mettl titled Human Resource Technology: Weaving a Fabric of Organizational Change, some of the focus areas where technology is helping HR are 
- Talent Sourcing, Acquisition & Retention
- Employee Systems of Engagement
- Performance & Productivity Analytics
- Learning Management
- Training Administration
- Succession Planning
To find the right person, you need to look in the right place.1
Candidate sourcing is still one of the largest roadblocks to the HR department when it comes to recruitment. Per a recent survey, about 46% of talent acquisition professionals struggle with sourcing good candidates.
Technology helps in searching and scraping for data every person leaves online, to make unique profiles that match your requirement. This includes analysis of social media profiles, professional portfolios, online job boards, and resumes.
This type of technology can scan through multiple channels for suitable candidates analyzing a large quantity of data, all of which is openly available on the internet.
Resume screening is easily the most frustrating part of the recruitment process as 75% to 80% of the applications received do not qualify for some odd reason or the other. It is a technical and logistical nightmare for high volume recruitment industries such as retail or customer service roles.
This is where technology comes into play. Pre-hiring assessments specially developed and geared towards unique job roles in various industry help companies filter through all the applications by assessing the candidate for the required skills.
Mettl, a SaaS-based online assessment company, has also developed state of the art remote proctoring technology to monitor the candidate while the test is being conducted to prevent any unfair means. These value-added services ensure a sound and hassle-free recruitment process.
Technology is bringing in an unprecedented revolution to people analytics into HR, with a large contribution of data from the various sources. It’s only a matter of time before the whole process becomes automated with minimal human intervention in key areas.
 Human Resource Technology: Weaving a Fabric of Organizational Change. Mettl. August 2016
Topics: HR Technology