the future of HR Tech is human.

Technology is changing the recruitment process space, allowing us to blend the insights technology offers with the human touch. So the future of recruitment is not bots, it’s tech-empowered humans. 

Imagine, as a job seeker, using virtual reality to walk around your potential workplace, even before you decide to apply for a position. You’ll see the people you’d be working with and make decisions based on reality, rather than your impressions of a job ad or a website. It’s virtual reality, yes, but at the same time you're feeling a very human feeling, which is ‘yes, I belong there’ or ‘no, I don't’.

The recruitment and job seeking process has evolved over the past few years, and we’re already trialling and testing all sorts of technology to make the recruitment process more effective for everyone. Technology will continue to change recruitment, but I believe it will only increase one key thing – the human element of connection.

We’re already using Pymetric games – which use AI to understand more about candidates’ aptitude and preferences – to ensure the consultant has the full picture to place the candidate in the right role. That area will grow significantly.

We use video interviews a lot already but, more widely, the use of video is sporadic. In 2030 I see video being at the core of every recruitment process. We also video interviews with our recruiters to give candidates greater insight on how they come across in interview. It’s incredibly powerful to see yourself on screen to realise how you truly appear and sound.

The wonderful thing that technology is giving us now, and will increasingly give us in the future, is access to information. Information about candidates for recruiters and businesses to make incredibly informed decisions, and information about employers for candidates and recruiters to make informed decisions, too.

Data will be used to match candidates with possible jobs before you even know about the role being available. Our algorithms and analysis tools will be able to identify how likely you are to be interested in a new role, and how suitable a potential role and company is, too.

Artificial intelligence (AI) will replace a lot of human interaction in parts of the process that can be automated, particularly data collection, and this will change the role of the recruiter. It will enable him or her to operate at a much higher, sophisticated and nuanced level, and also save time in the process for the candidate.

It will also make everyone better and hold everyone accountable. As a candidate you will be better because you won't be able to hide. At the moment you can write whatever you like on your resume and tell people that you're great. Technology will actually help identify true gaps.

It will give us so much insight to match you with the role that actually suits you, rather than the role that will suit you when you have another few years’ experience. That works on both sides of the equation. For recruiters, average will never be good enough – technology will force everyone to up their game, because we will have so many insights that we'll be able to make very good decisions.

The more information we can gather, and then interpret with all the nuance that’s required – which cannot be automated – the better the outcome for everyone concerned.

Frank Ribuot, CEO, Randstad

about the author

Frank Ribuot - Randstad CEO Australia, New Zealand and India

Frank Ribuot has worked within our industry in Australia, Asia & Europe for more than 20 years and has first hand knowledge and experience of the issues surrounding recruitment, HR consulting and human capital management.

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