HRO Today May 2018 - 58

HR Tech
INCREASED EXPECTATIONS
The level of technology delivered by RPO partners is rising.
By Nikki Edwards
Recruitment tools and analytics platforms are now
tablestake offerings from all leading recruitment process
outsourcing (RPO) partners. Today's RPO engagements
typically include a range of tech platforms and tools to
enhance the overall hiring process. The days of one-sizefi
ts-all are long gone. In fact, HR practitioners should
expect platforms and tools tailored to nuances such as
industry sectors; geographic regions; and spacifi c qualities
of their target audiences, including stage of career,
generation of workforce, business function, and skillset.
Seamless integration by the RPO organization of all the
various platforms and tools-including proprietary, thirdparty,
new, or existing-is necessary to provide a great
user experience.
Some of today's RPO tech tools are mission-critical to
succeed in the war for talent. They provide organizations
with the ability to fi nd the talent they want and need to
succeed. In 2017, most RPO providers with a proprietary
recruitment platform offering made signifi cant
enhancements that focused on fi ve main areas:
1. Mobile-enabled. In addition to offering platform
accessibility on tablets and phones, some providers
incorporated a mobile-fi rst approach to design.
2. User experience. Improvements to the user experience
include a more personalized approach with click-to-apply
technology.
3. Automation. Bots have enabled process automation in
several ways, including pulling of candidates from social
media platforms; screening candidates; identifi cation
and ranking of candidates; reviewing video profi les and
assessments; and giving instant feedback to candidates.
4. Use of AI. Artifi cial intelligence can aid in the sourcing
of passive and active candidates and the measurement of
likely candidate success.
5. Multi-functionality. In addition to applicant tracking
system (ATS) functionality, platforms increasingly
incorporate customer relationship management tools and/
or vendor management systems.
The focus on these fi ve improvement areas will only
intensify in 2018 as RPO service partners compete to offer
the next best thing in HR technology. Other tech tools
[58]
HRO TODAY MAGAZINE
| MAY 2018
offered by RPO partners include:
* Video interviewing tools. Today's tools, with both live
and on-demand capabilities, can decrease the length
of the hiring process and reduce the cost of bringing in
candidates in the early stages of hiring. They are often
mobile-enabled, branded to an organization, and easily
integrated with ATS and recruitment platforms.
* Online game-based assessments (GBAs). A good way to
screen out candidates at an early stage while shortening
the length of the hiring process, GBAs can also help
organizations differentiate themselves in the marketplace.
GBAs are an engaging way to measure candidate
competencies and obtain job-relevant insights while
enabling fairer and more objective selection decisions.
* Onboarding tools. RPO partners often offer onboarding
tools to provide candidates a better hiring experience
and keep them engaged following the job offer. Tools
enable personalization of content for candidates via email
and text message; access to online activities, courses, and
content; and checklists for the fi rst day.
* Career site improvements. By leveraging third-party
recruitment marketing platforms, RPO partners help
capture leads in the form of candidates visiting the careers
site; track activity; give candidate insights; enable talent
pooling of best-fi t candidates; and develop targeted/
automated marketing campaigns to particular groups of
candidates.
* Web crawler tools or spiders. Essentially process bots that
trawl the Internet, web crawler tools can provide an edge
in locating prospective candidates in the job market. For
example, a process bot can search for phrases like " bored
in my job, " fl agging candidates looking to change jobs
before they formally start their process.
While these tools have all revolutionized the talent
acquisition process, the really exciting part is that there are
probably other technologies just about to emerge that will
transform hiring even further!
Nikki Edwards is an HR outsourcing principal research analyst for
NelsonHall.

HRO Today May 2018

Table of Contents for the Digital Edition of HRO Today May 2018

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