At DCR, we are incessant when it comes to providing innovative technology solutions to handle the complexities of sourcing and managing a non-employee workforce, including freelancers, independent contractors and Statement of Work projects. Our flagship product, Smart Track, is an award-winning, cloud-based Vendor Management System (VMS) to help our clients manage all aspects of their non-employee workforce engagement. And our newest product, Smart Track xCHANGE, is an interactive community dedicated to matching the top non-employee talent with top staffing professionals to fill the needs of our customers. This ecosystem allows clients seeking freelance talent to fill empty positions more quickly, and for freelance workers to find extended contracts with some of the best employers.
As such, it’s no surprise, that we consider ourselves to be industry experts in talent acquisition and management of non-employee workers. And being thought leaders in the category requires us to stay on top of trends in a variety of areas, including contingent workforce management, the gig economy, workforce patterns, talent management and workforce and recruiting technology. Based on our research and experience with our customers, we believe that there are several important and cool new features in today’s recruiting technology. We want to share the two that we think are the most groundbreaking and poised to be the most disruptive.
Algorithmic hiring is defined as using an algorithm to systematically analyze data and make hiring decisions. Companies, for example, can administer personality tests to candidates during the screening process, and then use data analysis to determine ideal hires. The algorithm can use not only what the company is looking for, but also common variables such as data from personality tests to predict candidate fit.
This data-driven approach to recruiting helps to overcome inherent biases that people have. Several companies are already instituting algorithmic hiring – Google uses an algorithm to quickly add staff, using an elaborate survey to identify candidates who will be a fit for company culture. Even established recruiting firms like Korn Ferry are incorporating algorithms into their processes. Some recruiting technologies use machine learning and language analysis to analyze job postings to uncover phrases that indicate gender bias.
Skeptics, however, say that while an algorithm can do a better job of removing biases, it’s unable to understand people in the same way a human would. Many managers believe that they can make the best decision by looking at an applicant’s portfolio and meeting them face-to-face, and that no algorithm can substitute for that. We feel that using this feature condenses the amount of resumes human resources has to field to only the top candidates, so our clients can take advantage of the best of both worlds – machine and human – while saving the most precious commodity: time.
Our product development team has been following this trend very closely, and DCR recently announced the introduction of machine learning, natural language processing and principles of algorithmic hiring within our latest feature – Smart Track’s Match Index Intelligence. This one-of-a-kind app helps clients easily identify candidates who are the best fit for a position, going beyond simple word search to include complex cognitive intelligence – this means that the computer learns similarly to how humans learn, by using past experience as an indicator of performance. Learn more about how Smart Track Match Index Intelligence candidate matching can provide value to your program.
Gamification is the concept of applying game mechanics and game design techniques to engage and motivate people to achieve goals. Many recruiting technologies, including Smart Track xCHANGE, use gamification to encourage recruiters to fill out complete job descriptions and provide more detail (which ultimately leads to better candidate fit), and to encourage applicants to fill out profiles more completely, forward jobs to friends and complete other desired activities.
Some recruiting technologies use games to test job candidates’ readiness for working at the company by working to solve real-world business problems. Other recruiting technologies use gamification to provide candidates with a sneak peek of what it would be like to work for their company (by participating in stimulations), or to educate them about the culture of the company and the skills required for success.
The application of gaming mechanics and game design attributes isn’t limited to just your traditional full-time workforce. Recently, Christopher Dwyer of Ardent Partners wrote a blog post about how gamification is poised to be a next-generation attribute in the future of contingent workforce management. DCR has already capitalized on this trend.
Our experience with implementing gamification to recruit contingent, contract and freelance workers has found that it leads to profile completeness, an improved candidate experience and higher engagement as well as relationship-building and nurturing with potential hires. Ultimately this leads to faster and more cost-efficient sourcing. The results have actually been so substantial that we incorporated the same gamification principles in our premier product, Smart Track, to increase user adoption and engagement with great success. And to-date we still have the only VMS that has gamification built in.
Watch the video below to see how DCR is using gamification to optimize change management, accelerate technology adoption, fast-track inclusion and intensify user engagement.
Algorithmic hiring and gamification are just two trends we’ve not only been following very closely, but have also implemented so our clients are already experiencing and taking full advantage of these disruptive innovations. Stay tuned to the DCR blog to learn more about the trends we think are going to rock the recruiting and workforce technology market. What recruiting tech trends do you think will be big in the next couple of years?
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