Recruitment 4.0The Convergence of people, process and technology

Recruitment Is Evolving

Recruitment 4.0: Traditional Triangle People Processes Technology

How to Prepare for Recruitment 4.0SourcingSourcing 1. Cultivate your employer brand 2. Future Skills Requirements 3. Plan for diversityEngagement 1. Nourish your talent pools 2. Acknowledge that Content is King 3. Don’t ignore internal recruitmentSearch & Select 1. Leverage your existing data 2. Allow AI to do the heavy lifting 3. Use your time to be even more productive 4. Champion the human element 5. Make the most of Gamification

Elevate: AI-Powered Talent IntelligenceElevate: AI-Powered Talent Intelligence

2

3456

788

9

10

11

Recruitment 4.0:The Convergence of people, process and technology

2

Recruitment 4.0 is here - are you ready?This new reality has been created by rapid and far-reaching change across the traditional triangle of: People, Processes, Technology.

With things changing so quickly, that’s no easy task… but this eBook is here to help you.

Over the course of this eBook, we will:

We hope that the information within this eBook makes it easier for you to understand the We hope that the information within this eBook makes it easier for you to understand the changing landscape and take deliberate steps to prepare for the future.

Let’s get started.

123

Explore the driving forces behind Recruitment 4.0

Outline new trends and opportunities to capitalise on

Explore the actionable steps you can take to prepare

In this new reality, recruiters and hiring managers like you must stay agile and rise to new challenges to acquire the very best talent. This means you’ll need to adopt new strategies, adjust old habits and leverage the power of cutting-edge tools.

Recruitment Is Evolving

3

A range of factors have convened to bring about this new reality.Let’s take a closer look at each area and the

driving factors within each...

Recruitment 4.0 is a transformation that marks fundamental changes to the worlds of recruitment and talent acquisition.

Recruitment 4.0: Traditional Triangle

4

Our changing attitudes to work and business are a big contributing factor to the arrival of Recruitment 4.0. Here are the key ways that our attitudes are changing:

Diversity hiring is now a priorityEmployers want to hire and retain the best candidates while achieving excellent results. Studies show that diverse teams are more creative and resilient, so many businesses are placing a stronger emphasis on putting together diverse teams.

AI-driven solutions are giving recruiters and hiring managers the AI-driven solutions are giving recruiters and hiring managers the power to sort and source candidates according to their abilities. This use of AI helps to remove unconscious bias and gives businesses the ability to put together truly diverse teams.

Human-focused recruiters are in high demandTraditionally recruiters and hiring managers are selected based Traditionally recruiters and hiring managers are selected based on traditional recruitment practices. Now that those tasks are more automated than at any other point, we’re starting to see a demand for candidate-oriented recruiters who are able to connect on a human level with candidates.

Automation means more time to focus on candidatesThe automation of routine tasks also means that recruiters and The automation of routine tasks also means that recruiters and hiring managers have more time on their hands. They can use this extra time to do what they do best: connect on a deeper level with candidates and match them with the best roles possible.

The arrival of new technologies and attitudes to recruitment means that we’re continuing to see a realignment among recruiters in terms of their daily tasks and priorities.

People

5

Recruiters and hiring managers are also changing the way that they work. Here are the tools, techniques and habits that are making Recruitment 4.0 a reality:

Data is guiding recruitment strategies Choosing who to hire, when and how are difficult questions to answer. Now that businesses have the ability and the tools to collect and interpret data, they’re able to let data guide the way.

Businesses around the world are using data-driven Businesses around the world are using data-driven platforms to shape their recruitment strategies and uncover the right talent at the right time. Used properly, those tools can preempt talent needs and help businesses to secure the right talent before the obvious need emerges.

AI sourcing is replacing Boolean sourcingFor many years, Boolean sourcing was a key strategy for recruiters and hiring managers. Long strings of operators and quotation marks were able to surface suitable candidates, but this technique wasn’t without its drawbacks.

It’s very difficult to master, for instance, and the It’s very difficult to master, for instance, and the results weren’t 100% comprehensive - there was always the danger of the perfect candidate being hidden. Every recruiter will know that it can also be quite a time-consuming task, too.

As Recruitment 4.0 continues to mature, we’ll see As Recruitment 4.0 continues to mature, we’ll see AI sourcing cement itself as the go-to sourcing method. This is a much more powerful and robust sourcing technology that can give recruiters more time to focus on their candidates.

Talent pools are becoming a key asset Finding the right team members is a challenge but it’s now increasingly difficult to retain them, too: figures from Akumina suggest that 75% of Millennial workers believe frequently changing their job helps them to advance their careers.

Talent pools are emerging as a popular solution to Talent pools are emerging as a popular solution to those key challenges. Those talent pools can help businesses to engage their alumni network and beat the competition to pre-approved talent.

In the coming years, we can expect businesses to invest heavily in the creation and maintenance of robust talent pools.

Processes

75%

of Millennial workers believe frequently changing their job helps them to advance their careers.

6

The development of new technology is also accelerating at a breakneck pace. Here’s how emerging technology is changing the very nature of recruitment and talent acquisition:

LinkedIn found

76%of recruiters

believe AI will have a significant impact on the recruitment

industry

AI is in the driving seat The growing prominence of AI in recruitment is a The growing prominence of AI in recruitment is a reality. In fact, estimates from Gartner suggest that by 2022 the business value of artificial intelligence will reach $3.9 trillion. Meanwhile, figures from LinkedIn show that 76% of recruiters believe AI will have a significant impact on the recruitment industry.

Those nascent tools are empowering recruiters to Those nascent tools are empowering recruiters to source the right talent, engage candidates and cultivate a strong employer brand.

Indeed, AI technologies are assisting in the following areas:

- Candidate sourcing- Candidate matching-- Facial expression analysis- Talent pool management

Those services empower businesses to find the right candidates quickly and effectively manage their previous, existing and future employees.

Technology is the enablerResearch from Capterra reveals that 94% of Research from Capterra reveals that 94% of recruiters and hiring professionals believe recruitment software positively impacts their hiring process. As new tools continue to emerge, those recruiters are better able to perform their daily tasks.

There’s an insatiable appetite for quality There’s an insatiable appetite for quality technology within the recruitment industry, and Recruitment 4.0 will feed it with new tools that deliver fresh functionality over the coming years.

New tools are replacing old tools Dramatic leaps in technology mean that across countless industries, old tools are being supplemented by more modern alternatives.

This is the same in the world of recruitment. Older tools are simply not fit for purpose any longer.

It’s becoming increasingly difficult to find recruiters It’s becoming increasingly difficult to find recruiters and hiring managers who can use those tools, too, which can elevate training costs and reduce efficiency.

Technology

7

Let’s zoom into three critical sections to uncover the practical steps that you can take to prepare for the world of Recruitment 4.0.

Sourcing

The Skills Gap 2019 report from the Society for Human Resources The Skills Gap 2019 report from the Society for Human Resources Management shines a light on just how difficult it is becoming for businesses to find the right talent today. 83% of respondents to the survey had trouble recruiting suitable candidates in the past 12 months, while 75% of those respondents believe there is a skills shortage among applicants.

Finding qualified candidates is tougher than ever before, so recruiters Finding qualified candidates is tougher than ever before, so recruiters and hiring managers must leverage the power of Recruitment 4.0 to be successful. Here’s how you need to use Recruitment 4.0 to improve your sourcing...

How to Prepare for Recruitment 4.0

8

3. Plan for diversityDiverse teams are happier and more creative. A broad spectrum of profiles can also lead to higher levels of innovation and better overall results - it’s critical that you plan for diversity to unlock those benefits.

A diversity recruiting strategy is essential. A diversity recruiting strategy is essential. Here are some of the key techniques that you can use to create a more diverse and productive team:

2. Future Skills RequirementsIt’s difficult for organisations to consider what skills It’s difficult for organisations to consider what skills their employees will need in the future, but it is important to recognise the changing technologies will lead to a change of skills and while this will not be immediate it will happen over time and companies need to consider how their organisation needs may evolve and to plan accordingly.

1. Cultivate your employer brandIt’s difficult to over-emphasise how important It’s difficult to over-emphasise how important employer branding will become to attract and retain the best talent in a competitive landscape: according to OfficeVibe, employee turnover can be reduced by a staggering 28% by investing in employer brand.

The dawn of Recruitment 4.0 presents the The dawn of Recruitment 4.0 presents the opportunity for future-focused organisations to revisit their employer brand and develop a winning strategy to make it as strong and attractive as possible.

According to OfficeVibe, employee turnover can be reduced by a staggering

by investing in employer brand28%

Use AI to remove unconscious biasWe are social creatures and as such, we can’t help but make unconscious decisions about people based on things like their appearance and lifestyle.

AI-based sourcing can help you to remove AI-based sourcing can help you to remove unconscious bias and consider a broader range of candidates than ever before.

Diversify your posting strategyRecruiters and hiring managers often get caught in the trap of posting to the same websites, job boards and directories.

This can place strict limits on the number and type This can place strict limits on the number and type of people who you manage to reach. To collect a more diverse range of applications, consider adjusting your posting strategy on a regular basis.

If your business becomes known as a diverse employer, you’ll be sure to attract the best talent out there.

Sourcing

9

Sourcing isn’t the only element of recruitment that’s changing with the arrival of Recruitment 4.0: we’re also seeing dramatic changes to the way that recruiters and hiring managers nurture and engage with their talent.

2. Acknowledge that Content is KingMarketers aren’t the only ones leveraging the power of content to engage a target audience.

Countless recruiters and hiring managers are now Countless recruiters and hiring managers are now using great content to attract, engage and convert the 70% of the global workforce that is made up of passive talent who aren’t actively job searching.

This strategy can help recruiters to put themselves This strategy can help recruiters to put themselves ahead of the competition and forge authentic connections with their candidates. Recruiters are sharing the following types of content to nurture their candidates:

- Important company updates- Regular newsletters-- Industry insights and tips- New positions- Surveys and competitions

This strategy also helps recruiters to address the fact that 40% of candidates complain about a lack of communication from recruiters.

Talent pools are already a critical resource for Talent pools are already a critical resource for recruiters and hiring managers, but we’ll see them become even more valuable as the war for talent intensifies.

3. Don’t ignore internal recruitmentMillennials now make up the majority of the workforce, and they’re bringing a new approach to work with them.

The tendency towards job hopping means that The tendency towards job hopping means that Millennials bring exciting new experiences and skill sets with them, but businesses must work harder than ever before to engage and retain top talent.

To do so, businesses need to explore the potential To do so, businesses need to explore the potential of internal recruitment and boost visibility into their internal opportunities. This can give businesses the power to retain their talent and reduce the risk of losing experienced candidates on a regular basis.

40% of respondents to the 2019 Millennial Manager Workplace Survey explain that they’ve had four or more jobs since graduating.

40%

Here are the key techniques that you’ll want to use going forwards:

1. Nourish your talent poolsTalent pools are comprehensive databases of Talent pools are comprehensive databases of candidate profiles that you have engaged with in the past. This precious resource can give you the best chance of tracking and re-engaging those candidates to find pre-approved talent and slash your recruitment costs.

Here are a couple of free resources that we’ve put Here are a couple of free resources that we’ve put together to help you:

- Six Reasons You Should Develop An Alumni Talent Pool- Four Actionable Techniques to Maintain a Healthy Talent Pool

Engagement

10

2. Allow AI to do the heavy liftingNumbers from The Economist show that 79% of executives believe that AI is going to make their job easier and more efficient.

This is great news for recruiters and hiring This is great news for recruiters and hiring managers, who have traditionally needed to perform a number of manual tasks. Now, AI can make recruiters more efficient and help to automate a number of diverse tasks such as:

- Candidate matching- Candidate sourcing-- Talent pool maintenance

3. Use your time to be even more productiveNew tools and processes are giving recruiters and New tools and processes are giving recruiters and hiring managers the ability to work more efficiently than ever before. The most effective recruiting professionals are able to use their tech stack to save time and focus on other critical areas of their role.

This will help future-focused recruiters and hiring This will help future-focused recruiters and hiring managers to get the high-quality talent that they need to move forwards.

4. Champion the human elementThe arrival of Recruitment 4.0 is a great opportunity for recruiters to champion the human side of recruitment and do what they do best.

AI-driven tools and new technologies should be AI-driven tools and new technologies should be seen as a handy partner rather than an intimidating or unfeeling trend. The most effective recruiters and hiring managers are those who can develop a productive and symbiotic relationship with emerging technologies.

To give yourself the best chance of success, it can To give yourself the best chance of success, it can be useful to read some insightful books or blog posts about AI in general. Here are some places you might want to start:

- Superintelligence: Paths, Dangers, Strategies: Nick Bostrom-- Artificial Intelligence: A Modern Approach: Stuart Russell, Peter Norvig- Human Compatible - Artificial Intelligence and the Problem of Control: Stuart Russell

5. Make the most of GamificationThe rise of Industry 4.0 means that we’ll see exciting nascent professions emerge as AI and automation continue to change the nature of work.

Gamification is also a great way for recruiters to set Gamification is also a great way for recruiters to set themselves apart from the competition and engage with these candidates in a new and exciting way. In fact, 89% of survey respondents said that they were more eager to complete tasks that were gamified.

Here are the key trends that you’ll want to capitalise on for the best results.

1. Leveraging your existing dataRecruiters and hiring managers have vast amounts of data already available to them but now, new tools can help them to make the most of it.

The ability to ingest legacy data into new AI The ability to ingest legacy data into new AI platforms allows companies to get the best out of what candidates they have already and help to unearth the most appropriate candidates that are already within their systems.

The very nature of search and selection is changing, too. Recruiters and hiring managers can capitalise on new technologies and trends in this area to make the overall process more human and productive than ever before.

Search & Select

11

Technology is the driving force propelling Recruitment 4.0 forwards - if you’re going to keep pace, you’ll need the right tools on your side.

Elevate direct Elevate direct (www.elevatedirect.com) is a “Source-to-Select” AI platform for all agencies and Talent Acquisition teams. Elevate harnesses multiple sources of candidates (Internal & External) and used a proprietary AI engine to give unbiased identification of the most suitable candidates and as a result:candidates and as a result:

Businesses that use Elevate witness a 90% reduction in search time, a 20% increase in suitable candidates and a 70% reduction in agency fees.

Reduces Time-to-Hire

Increases Team Productivity

Reduces the‘Total Cost of Talent Acquisition’

123 Closing Thoughts

We hope that this eBook has helped you to paint a clearer picture of Recruitment 4.0 and how it is going to impact your recruitment activities. If you would like to learn more you can visit our website at elevatedirect.com

Elevate: AI-Powered Talent Intelligence