LEAD ARTICLE: PAST, PRESENT AND FUTURE
...Video interviewing
alone has become embedded in the process with 6% of employers reporting that they used the technology in 2012 - this has now increased to 53% in this year’s ISE Annual Survey.
Earlier this year PwC predicted a third of existing British jobs are at risk of being taken over by Artificial Intelligence (AI) by 2030. More routine work is already moving this way, for example, in the legal sector, 1,000 DoNoPay chatbots are helping complete transactional forms for maternity leave, landlord contract violations and more.
It’s not just the jobs themselves that are changing. Technology in all of its forms has transformed every element of student recruitment from attraction and engagement through social media platforms and gamification to online applications and next generation situational judgement tests. Video interviewing alone has become embedded in the process with 6% of employers reporting that they used the technology in 2012 - this has now increased to 53% in this year’s ISE Annual Survey.
“The pace of change is increasing all of the time. A few years ago there was a move to use technology like avatars in assessment centres, now we’re talking about AI and how that can impact on the recruitment and employment experience,” says Alison.
“We’re already seeing more manual and routine tasks managed by AI, but I’ve always believed in high tech, high touch. It doesn’t matter what you’re doing, somewhere along the line there remains the need for a more personalised touch. Particularly in recruitment, balance remains important.”
The need for human involvement is echoed by Carl, “Around 10 years ago a member wanted to recruit graduates entirely online. I couldn’t see how you could build a relationship, if you didn’t see a candidate until their start day. The technical revolution has been amazing to watch and has many benefits to the sector, but it has mechanised the process.
“Is student recruitment an art or a science? It’s both. But I think the pendulum has now moved towards science, which is fine as long as you ensure there is no hidden prejudice or discrimination. Access has to be for everyone.”
A new perspective
The new student recruitment landscape, incorporating interns, apprentices, school leaver and graduate programmes, is bringing fresh challenges for the future, explains Alison:
“It’s no longer effective to say ‘we need 40 graduates this year’. Organisations will look to their early talent teams to be able to think more strategically. If we have different routes in to the company, we cannot consider them in isolation as that’s not how students view their options. We must come to mirror the student perspective with overall strategic workforce planning.
“Our future priority will be about knowing who the business requires. This isn’t about recruiting the top 10% or the ‘best’ talent. It’s about assessing potential so we can effectively bring in the right people at the right level for the business.”
To operate effectively in the future, Stephen suggests we can learn from the past, “if our history can tell us anything, it’s that we must be open to a turn in the tide and face it together. Whether change is economic, social, political, technological or industry-led we need to be prepared to adapt and above all work together. Our industry has thrived through member collaboration, and the sharing of solutions and best practice will serve us well as we enter a new post-Brexit era together.”
The world of student recruitment may have fundamentally changed, but the goals of ISE remain the same; working together to ensure that members can recruit and develop the right student talent for their needs and the needs of the UK economy.
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TheStudentEmployer
ise.org.uk
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