How technology has revolutionized the recruitment process

How technology has revolutionized the recruitment process

A lot has changed in the last decade. Thanks to technology, many industries have been affected tremendously; some are destroyed, some have grown, some have become obsolete and some have completely transformed.

Many thought that the rise in technology would spell doom for the recruitment industry, but it has actually helped it to grow from strength to strength. Let’s have a look at how the industry transformed itself to accommodate the change.

The recruitment process typically involves these stages:

  • Sourcing candidates and data
  • Attracting candidates
  • Assessing candidates
  • Skills test
  • Tracking candidates and on-boarding

Then and Now: How technology brought about a change in the recruiting process 

Before internet and social media took over, job listings were posted in the local newspapers. The reach of these postings, however, was limited. The hiring managers or recruiters had to settle for less qualified people to fill their open roles.

Now, the internet has changed the face of recruiting and social media has a huge role to play in the changing dynamics of the recruitment process. The hiring managers looking to expand their team have many advertising platforms available to advertise, attract qualified candidates and fill their open roles. With social media platforms like Twitter, LinkedIn, Facebook networking groups, and beyond, it has now become easier than ever to access a pool of talented and qualified candidates.

In some ways this might feel overwhelming, as it means the recruiters have to sort through more resumes than ever before, but it also greatly increases the chances of finding someone who’s the perfect fit for the role in question. If the applications are not up to the mark, recruiters can target candidates from different cities or different states until the ideal candidate is found.

Reaching Mobile Savvy Candidates: Emerging workforce is a popular group of mobile Internet users

Another development, technology has instigated is the use of mobile phones to access internet. Mobile phones with 3G/4G data have brought about behavioral change. The mobile-savvy audience is discovering their mobile phone to be the perfect channel for this type of behavior. The recruiters today use this behavioral change to their advantage by incorporating mobile recruitment strategies to expand the reach of their job postings to a wider audience.

ATS: Recruitment Process Now is Improved, Automated and Streamlined

Technology has introduced cloud-based recruitment software, Applicant Tracking System (ATS) to automate, improve and streamline the recruiting process. ATS improves 3 major hiring metrics, time to hire, quality of hire and cost to hire.

So, how exactly can ATS help?

ATS offers many features that help in achieving recruitment goals and overcoming challenges. Take a look at the features:

  • Powerful sourcing tool
  • Screening and parsing process is automated
  • With just a click, jobs can be posted multiple platforms
  • A repository of candidates’ resumes and applications
  • High-profile candidates’ profiles can be easily searched from the database
  • Interview scheduling is easy
  • Interview kits, scorecards and HR templates

Online Interviews: Through Skype and Video Interviewing Tools 

Online interviews are a cost-effective way to have a “face-to-face” interview with the candidate, especially for candidates who would have to otherwise travel long distance for the interview. Skype and other video interviewing tools allow the recruiter to see the candidates and observe how they handle and present themselves in the interview. It’s a great way to shortlist the candidates before money is spent on their travel.

Tools for Skills Assessment and Behavioral Testing 

The internet has made available a lot of pre-employment assessments such as cognitive ability tests and job knowledge tests to analyze the skills and assess the knowledge of the candidates. These assessments can be administered quickly and easily, but the tools used should be a correct indicator of the candidate’s potential. Therefore, it is crucial to choose the right tools depending on the type of skills required in a candidate to fill the open role.

Technology has positively impacted the recruitment industry and a lot has improved since then, but clearly there’s still room for more.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

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