Julia Deykalo, founder of Engineerica, engineering recruitment agency, explains how personnel recruitment methods have changed and compares traditional approaches with modern recruiting strategies.\
Nearly 70% of employers say they have difficulty finding qualified candidates for open positions, and the average time to fill a technical position is 52 days. Meanwhile, the global talent shortage is projected to reach 85.2 million by 2030 (Korn Ferry, 2023). These figures scream for the need for innovative approaches to finding and attracting talent.
In a candidate-scarce market, the recruiter is a key link. The success of hiring depends on their professionalism and ability to create a positive experience at the first stage of entering the company. Demand for recruiting specialists has grown by 63% from 2016 to 2023, and the fastest-growing skills for recruiters are those related to decision-making. Doing this based on data is the best way, and to do it quickly – AI comes to the rescue.
Virtual recruiting
In today’s hiring landscape, nearly half of traditional in-person or phone-based candidate interactions have shifted to automated systems. AI-powered recruitment calls are becoming routine, with asynchronous video technology emerging as a rapidly growing trend. This software allows candidates to record responses to preset questions at their convenience.
Industry data suggests that 70% of companies now conduct at least half of their recruitment and onboarding processes virtually. For instance, the auditing firm PwC has introduced a mobile platform that enhances candidate autonomy. This system enables applicants to book their own interview slots, select interviewers, and track their application status in real-time.
We advocate for broader implementation of chatbots and automated messaging systems in recruitment. These tools enhance the candidate experience by minimizing communication errors and delays, thereby improving overall impressions of the hiring organization.
Artificial Intelligence
The classic of 2024 is AI for automatic scanning and evaluation of resumes. Our machine learning algorithms analyze candidates’ resumes, matching them with job requirements and identifying the most suitable candidates. This significantly reduces the time for initial screening and minimizes human error. AI helps to gather interview questions, develop cases, and knowledge testing tests. By using AI to compile publications, for example to remove bias from job descriptions, companies gain access to an additional number of qualified candidates and fill positions 50% faster.
And in the opposite direction, public job boards provide candidates with recommendations in the form of vacancies most suitable to their experience and even companies that best match the candidates’ values and needs.
Predictive analytics
Recruiters play a crucial role in identifying talent that can enhance a company’s long-term productivity. While traditional methods like motivation assessments and aptitude tests remain valuable, the integration of predictive analytics now provides data-driven insights for more robust decision-making.
Consider major corporations such as JP Morgan, where a single job opening might attract an overwhelming number of applicants—far too many for even a team of recruiters to manually process. In response, machine learning algorithms are being employed to forecast which candidates are most likely to progress to interviews, receive job offers, and maintain long-term employment, particularly in roles with high attrition rates. While AI doesn’t make final hiring decisions, its recommendations have become indispensable tools for recruitment professionals in managing large-scale talent acquisition processes.
Agency owners and HR leaders also need to get information about their recruiters’ work, increase productivity, and reduce operational costs. Data analytics helps to see bottlenecks and predict results.
Final Thoughts
Recruiting continues to evolve, adapting to changing labor market needs and technological innovations. Companies that can effectively adapt to these trends will have a significant advantage in attracting and retaining the best talent. This requires not only the introduction of new technologies but also rethinking the entire hiring process from the candidate’s perspective, creating a more personalized, transparent, and efficient recruiting experience.
Candidates are also becoming savvy – through special courses and with the help of AI technologies, they receive instructions on how to package their experience, choose words in accordance with the style of the job posting, and algorithms for passing interviews. I hope this doesn’t turn into a competition of who has better AI tools. It’s important to find a balance between technology and the human approach.
