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Author: Eleanor Mckenzie – Robocore Press Officer

Recruitment is a people-centric industry.  A lot of its activity is based on meeting and talking to people, both hiring managers and candidates. Traditionally, much of this communication would ideally take place face to face, but in 2020 most in-person meetings came to an abrupt halt, as the rules of lockdown prohibited them.

Recruiters were thus challenged to adopt new ways of talking to candidates without meeting them in person. Sue Weekes, technology writer at Recruiter magazine, has investigated and published a Special Report on how technology has made a difference to recruiters in these unusual times.

According to Weekes, one of the biggest challenges of the pandemic is, “Getting hiring managers to make offers to candidates they haven’t met and getting candidates to accept them,” something that would have been unthinkable in 2019. Thankfully, technology has come to the rescue, and the technology providers have proved they can move at speed when it comes to helping recruiters adjust to the ‘new normal’ working conditions.

We have seen, Weekes says, “Tighter integration of video interviewing into recruitment platforms, the acceleration of the use of artificial intelligence (AI) in areas such as screening and the use of futuristic technologies such as virtual reality (VR) to simulate real-world environments.” These are just some of the aids now available to recruiters, hiring managers and HR departments.

Adapting to a new recruitment process

Finding the right candidate without a face-to-face meeting requires implementing a new process. Bobby Tang, co-founder of video-interview platform Screenable, believes this is “the biggest challenge and change for recruiters.” He points out that in the recruitment industry, reputation is key, saying, “recruiters have always prided themselves in putting forward carefully vetted candidates who they had met and were confident they were not only right for the job, but also a good reflection of the recruiter’s standards.” Tang says, “This can still be achieved and in a more effective manner,” with Screenable replacing “lengthy introduction calls and preliminary meetings with short, pre-recorded screening interviews that claim to offer an insight into candidates that previously only a more time-consuming interview or face-to-face meeting would offer.”

In India, CHU UCL university hospital, the largest private employer in the Indian province of Nanur, used Skeeled, a platform launched in 2020, to support a more remote approach to hiring. During the pandemic, the platform enabled the hospital to publish more than 300 jobs for which it received around 5,000 applications. Its AI-based screening and matching tool rejected 34% of the applications for not matching the minimum requirements. The hospital’s head of recruitment and selection/employer branding said, “Before Skeeled, we wasted a lot of time posting an offer, screening resumes, responding to candidates. Now we can be more selective and objective thanks to the personality assessment, the video interviews, the selective questions and the AI algorithms.”

Robocore offers transformational technology

Whilst the aforementioned platforms are assisting recruiters to manage the challenges of the pandemic, other tech platforms, such as Robocore, are digitally transforming recruitment processes to enable increased efficiency and cost-savings at any time.

Robocore uses artificial intelligence, machine learning and an advanced Robotic Process Automation (RPA) to streamline a recruiter’s, or hiring manager’s, search and selection processes. For example, Robocore is heavily invested in state of the art applicant tracking systems and custom-built recruitment process automation software, which is all centralised through an online framework, scaled across a global recruitment workforce. Each recruiter is able to follow a standard industrialised recruitment process where you have the option for your talent delivery to be managed through a dedicated client portal.

This means that a hiring manager is easily able to enter their portal with a unique username and password to view the shortlist of candidates that have been interviewed and delivered to them. This saves time in exchanging emails and calls, it mitigates a lot of the frustrations in the feedback process, plus it’s a great way to automatically manage the interview, offer and on-boarding process.

Your invitation to talk to Robocore

We would liketo invite hiring managers and HR departments to contact us for an exploratory demonstration of Robocore’s groundbreaking recruitment solution, so that we can demonstrate how it can more efficiently solve recruitment challenges and as we say at Robocore – MAKE IT EASY!