Worldwide recruiters are seeing increased in-service requests and placements amid reports of COVID-19 recovery on the rise. With this welcoming change, recruiters are once again having to adapt their recruitment processes by adapting and introducing tools and technology that supports and help to improve inclusion and diversity in their screening process. The idea behind these latest changes is to make sure candidates are assessed and recruited fairly by eliminating any potential biases.
Examples of technology, tools, and tests recruiters use to eliminate biases:
- Video (Video Interviews and Submission Request of Candidate Intro Video)
- CV Analyser
- Job Match
- Profile Match
- Screening Questions (Decides If Selected for Pre-Screening)
- Psychometric (Skills, Culture, Reasoning, Numeric, Leadership, Attitude, Behaviour and Suitability)
- CV/Resume (Experience and Education Background)
- Cover Letter (Highlights Suitability Against Company Culture)
- Portfolio (Showcases Projects Previously Worked)
- DBS Checks (Disclosure Barring Checks)
- Reference Letter (Validation of Experiences)
- Qualifications (Credentials of Skills Attained)
- Certifications (Official Endorsements of Accreditation)
- Right to Work Documents (Checks If Legally Allowed to Work)
As a result, many recruiting agencies around the world are budgeting for future technology use across their recruitment processes that will hopefully enable recruiters to give every candidate feedback on each application, which has been previously impossible in some cases to manage due to the volume of applicants.
Be mindful that various tools are used at different stages depending on the progression of each applicant.