As we enter 2020, we see a significant change in HR technology trends.
Companies are becoming more people-centric. Apart from attracting candidates, companies are now also focusing on retaining their workforce. Of course, AI and automation will remain at the top of the list.
I am writing about a few unique trends that will be the priority of applicant tracking systems.
73% say people analytics will be a major priority for their company over the next 5 years.
People analytics may be a broad term, but when put in practice, it can be easily managed and produce incredible results. Companies can use analytics in talent acquisition, employee performance, and workforce planning. Data helps HR professionals to find out the best recruiting channels and identify skills gaps.
Let me explain how data can help you by giving a few examples:
As an ATS/CRM, you can enrich your candidate data at a unified enrichment marketplace. Create your own marketplace by using multiple data providers in a single integration.
Also, with the help of a perfect resume parser, you can get a reliable large data import for quick on-boarding of new clients.
One of our customers, GR8 People, gives emphasis on Improved Efficiency & Enhanced Personalization.
Jayne Kettles, Chief Product Officer
“It’s no secret that lengthy hiring processes and generic, even irrelevant, candidate experiences continue to drive top talent away. Thus, 2020 will focus on hiring process efficiency and greater personalization. Expect text messaging to become a standard ATS feature, with the ability to send both batch and one-to-one messages. The potential is significant—early research suggests texting can significantly reduce time to hire and candidate quality. Regarding personalization, AI will enhance the ability for candidates to interact with high-fit jobs, pairing candidate details and preferences with career site behaviors to serve up the most relevant jobs and content possible.”
Diversity in Recruiting
AI and machine learning enhance diversity in a team. The best way to add diversity in your workforce is by making your recruitment process free from bias.
What can be a perfect way to remove biased data sets from the algorithms?
When you use a resume parser, you can disable the fields, which can create a bias e.g candidate’s gender, age, marital status, political faith, candidate image, etc.
Also Read: Top 7 Applicant Tracking Systems for 2020
Focus on Gen Z
After millennials, Gen Z is the next generation to attract for jobs.
32 percent of Generation Z sees themselves as being in a supervisory role within the first five years of their career.
Companies are looking to have age diversity in their workforce. To meet this goal, they are creating new career paths and offering additional benefits to attract and retain all age groups. Gen Z, being the younger generation, is well-versed with various skill sets. They focus more on trainings as they are passionate about their career development.
Would you like to discuss these trends? Feel free to reach me.