Prithvi Shergill, Chief Human Resource Officer  – HCL Technologies talks about the five recruitment technologies trends to watch in 2014.

2014 will be the year that HR becomes active users of Social Mobility Analytics Cloud! Practitioners will incorporate innovative ways of using mobile technology, analytics and gamification to make an exponential impact in the way they recruit. Research from Gartner last April claimed that use of talent management technology in HR teams was on the rise, with organisations all over the world embracing it as a means of identifying the brightest and the best fit candidates. Prithvi Shergill, insists this trend will accelerate over the next 12 months and beyond. The following five predictions showcase the key technologies that he believes will see increased investment in 2014 and change the ways that businesses look to recruit talent.

1. Data analytics in talent management

There was a time when analytics were the sole domain of the IT department and data scientists. Today, as more and more departments look to be analytics literate, we’re starting to see recruitment teams significantly enhance the information and insight they have to identify emerging trends, the skill sets for the future, and the drivers that have the most impact to attract candidates to employers. In the coming year, data analytics will also ensure HR can identify levers to enhance their performance and productivity so prudent decisions are taken proactively.

2. Talent in the cloud

Talent in the Cloud is about ensuring we have access to available talent, given evolving business requirements, at the right time, place, cost and with the right skill. It’s an approach extending other Cloud based models like SaaS, IaaS and PaaS to create a virtual marketplace of the capacity and abilities needed. We’ll see more organisations piloting this in 2014 as it leads to a cost-effective way of creating on-demand talent pools that enable businesses to recruit talent with the short fuse sometimes we see in demand for niche skills. This is important, as it means businesses can optimise their workforce instead of paying specialised talent even when there’s no current project suitable for their skills. 

3. Gamification

Traditionally, many have seen the recruitment process as a gamble. Commonly perceived as a necessary evil, but one that is required by both candidates and businesses to ensure the right match, these traditional recruitment techniques have now outlived their relevance. In their place 2014 will see an increase adoption of creative processes to replace the traditional recruitment mechanics constructed as a game. These will engage, excite and empower candidates as well as recruiters to connect with employers and employees of choice.

4. Video resumes replacing ‘live’ interviewing 

Video resumes are a way for candidates to present themselves in a distinctive manner beyond traditional methods of applying, such as submitting only a resume, cover letter, and work samples. Lasting typically 60 seconds, these videos are designed to make a differentiated first impression to an employer. A video resume lets the employer literally see and hear the candidate’s case (via communication skills and personality) as the best candidate for the job – all before the interview takes place. In 2014, these videos will help recruiters to not only identify what skills and work the applicant has accomplished, but also facets of personality which a paper resume is unable to communicate. Employers will also increasingly use it as a pre-screening tool to evaluate the value someone will add into their company, or if the applicant is aligned with their attitudes, culture and mission – and ensure that the person they are meeting is the person who applied. 

5. Social media as a referral mechanism

Tomorrow’s employee does not look for an advertisement in a newspaper or rely on the job websites as the best way to find the right employer. In 2014, recruiters will be looking to deploy cutting edge referral tools on social media platforms to find the right talent within; virtual networks, on campus, professional associations and other employer networks. On the other hand, even the employees are also putting their best foot forward to come on to the radar of the potential employees. From improving their own social presence to represent their skill sets and suitability for the right job, they are also connecting with the right people who can give them the expected counsel and network with which to engage to find this, leading to everybody benefiting! The world of recruitment has changed substantially over the last few years, and 2014 promises to be multiply this, with a range of exciting and innovative new trends emerging on the horizon. As more businesses recognise the criticality of using technology to enhance value to the outputs from their processes, the more we’ll see them employing tools to make sure that they leapfrog to making these trends practices. For the candidates themselves, this will be an indicator of a new generation of employers, as usage of technology related recruitment strategies will be reflective of their way of working. 2014 could be the year that those who show reluctance to embrace technology are left behind!