Openings for jobs are slackening as the U.S. economy cools, however, the total number is close to historic levels. The labor market is extremely restricted, and the talent pool continues to be a significant factor in the market.
It’s vital for both large and small to make use of technology to attract more intelligent. Employers are doing this in five specific sectors.
More qualified candidates, quicker onboarding, and fewer bad hires without a lot of effort.
On the surface, the rail yard and nursing industries do not have much in common, however, railroads and medical staffing firms are experimenting with the possibility of utilizing a new method for hiring, locating, and integrating new employees.
Here’s how they’re doing it.
The most significant way technology affects the nursing profession is by recruiting nurses on the road using agencies for staffing, which allows nurses to utilize technology to locate their next job. Employers and nurses can add crucial information in their advertisements, such as the length of the job, the pay rate, and the location.
One business that empowers employers and nurses includes Advantis Medical Staffing. It uses technology and technology to create connections by providing transparency regarding pay, job responsibilities, and other aspects.
Advantis Medical Staffing CEO Dan Pollock declares, “The best healthcare staffing agencies combine the benefits of leading technology and an extraordinary human experience to offer amazing services for the doctor and the healthcare facility. Through the use of technology, businesses aid in connecting clinicians better with the jobs they want, and the healthcare system will then be able to provide essential medical care to their patients.”
Recruitment tech has been found to be well-received by nurses seeking new jobs. A recent study has revealed that 57% of nurses say that they feel at ease using technology to find nurses to travel for jobs on their own. However, they prefer working with recruiters as well. Technology integration in the personal hiring process has excellent potential soon for recruitment.
2. Data Analytics
When Boeing realized they were having trouble finding IT specialists and analysts of data jobs, The HR team merged existing recruitment technology with new strategies.
Boeing concentrated on making candidates feel heard, seen, and appreciated through multiple touchpoints. This was done through a customer care team using technology such as a mobile-friendly system, videoconferencing tools, and email-based software for managing relationships — to help potential candidates throughout the recruitment and interviewing process.
Boeing executive director for worldwide talent and operations Dan Wilkinson says, “We are engaging with this candidate via a surge of interest, which will result in the candidate landing at Boeing instead of a gradual drip process. We’re focusing on the experience of candidates and distinguishing ourselves by our culture, goals, and the products we offer.”
3. Rail Yard Operations
The Netherlands’ national railway system has been an example of effectiveness. Over the last two decades, however, it started to buckle under the stress of the network’s demands, much more than its architects had in mind. This was a typical good problem, but it still needed new and innovative solutions for the workforce.
One solution involved making less work automation of processes for traffic control and streamlining the rail yard’s operations to lessen the burden on the system’s human capital.
Another part involved designing and creating a more stable and capable workforce using technology-driven recruitment and management of people. Because of the strict safety rules similar to those in the aviation sector, HR used technology to establish rigorous psychological screening procedures and fit-testing guidelines to ensure only the most suitable candidates passed through the initial hiring process.
To lessen the risk of a labor market risk that can result from a lower number of qualified candidates, They also employed collaborative technology to break out the essential functions of every job. This enabled them to create more attainable roles that more candidates could fill through appropriate screening and training. In addition, they stepped up the application of machine learning and big data analytics to increase the system’s efficiency and speed of response without expanding capacity.
The result was that the system significantly improved the performance and endurance of its employees without substantially increasing the number of employees it employs and, at the same time, making sure that trains continue to operate at a timely pace.
The economy may be cooling. However, the cost of replacing employees remains at an all-time high. In addition, with the rate of inflation rising, likely, they will stay strong shortly, regardless of whether the unemployment rate increases.
Employers who rely on technologies to simplify their recruitment offer more than just quick solutions to a notorious process for creating problems. They’re increasing the odds of hiring top talent every time and decreasing the number and cost of hiring bad candidates. The lower turnover also has benefits, particularly in the specialized fields where team members must spend months learning.
Your company could reap these benefits, too, no matter which industry you’re working in. First, you need to be willing to change the way you recruit.