Although the recruitment industry appears to be a slow adapter of the latest technological innovations, openness to such tools can be a game-changer in a sector that digitization has uprooted, significantly changing how the predominantly human-to-human business is done. Industry insiders tell the Budapest Business Journal how IT has changed their everyday business.
Digitalization has changed recruitment down to its core, radically changing processes, making the recruiters’ job swifter.
“When it comes to sourcing and identifying potential candidates to approach, most of the recruiters’ efforts happen online. As a consequence sometimes we have to make ourselves remember that, after all, this is a human-to-human business and you have to be able to see beyond the screen,” Tamara Tóth, branch manager of Cpl Jobs Hungary, tells the BBJ.
This approach of remembering to take time meeting candidates is echoed by György Bucsku, team manager at Hays.
“Even if social media, artificial intelligence and other new technologies are becoming more popular and important, the biggest value of the better agencies will remain meeting with candidates and advising clients,” Bucsku agrees.
Recruitment is a global market of high visibility, which is at the center of new ideas and IT development.
“Major players like Microsoft and Salesforce are as much as in the center of these activities as startups and university projects. Besides the well-known ATS [applicant tracking system] solutions, there are tools for video interviews, interview self-booking, chatbots, automated message generating systems, etc. Social media has been in the focus of recruitment for a couple of years now,” Tóth remarks.
Using the latest technology is a game-changer. “If a company wants to be competitive, they have to invest in tools, such as automated candidate sourcing and candidate qualifying from external and internal databases can save a lot of time for the recruiters, especially in IT and engineering positions,” says Bucsku .
Although he admits that AI-powered solutions are not very common in Hungary yet, some innovative IT companies or big, multinational companies have already started using bots.
Such autonomous programs or software can be applied either to make appointments or to give information to users in the form of a chat.
“There are several solutions available starting from robots or chatbots,” Tóth says.
“You can do prescreening questions with the support of AI and rank the profiles. There are also technologies which rank the relevance of all the applicants based on key words and their profiles. Other solutions send sourcing messages to certain databases. They help in identification of profiles, evaluation and streamlining the selection process. However, when it comes to actual engagement of potential applicants, there is still room for improvement in technology,” she adds.
See also Recruitment Market Talk: Expertise Still Trumps Tech, p19.