How Technology Is Revolutionizing the Recruitment Process

In the past, if people wanted to find a job, they would look at job postings in the newspaper or signs hung outside commercial establishments. Another way they can be knowledgeable about an opening is by hearing the news through the grapevine, which nowadays is often called a referral.

However, this entire process is slowly being overhauled in recent times. While these traditional methods of hiring may still exist for some localized jobs, the primary medium used by most people now is the internet. From job searching to application, everything can be done virtually.

Modern technology is not merely changing the way employers are recruiting their candidates; it’s also simplifying the entire hiring process. With all these available innovations in the market, hiring managers no longer have to deal with time-consuming, repetitive, and mind-numbing aspects of their job.

Utilizing technology in the workplace will not only benefit the employers but also the candidates because their recruitment experience will be elevated. It’s a win-win situation that will almost always succeed. Here are three applications of modern technology used during the hiring process:

Job Search Portals

Phone books, newspaper advertisements, and “for hire” signs have all been replaced by job search websites. Nowadays, if people need to look for a job, they won’t be getting the latest newspaper to see what ads are posted. Instead, they would go to job search portals to see what positions are open.

On these websites, applicants can search through hundreds of job titles from different companies. They can also make advanced searches by identifying what industry they prefer, which experience levels are needed for the job, or how much average salary is given to that specific position.

This makes it easy for applicants to send multiple job applications within a short period, which they can do with only a few clicks on the website. If their resumes are attached to their profile for that particular job search engine, then all they need to do is wait for the recruiter to get back to them.

job interview

Virtual Assessments

Typically, most hiring processes begin once the recruiter invites the candidate over to the office for a preliminary test that will gauge their competency for the role. If the candidate passes the test, they might head straight to an interview afterward, or wait until they are called back to the office.

So in this case, the candidate has a 50-50% chance of proceeding to the next part of the recruitment process. If the result doesn’t favor them, the candidate will be sent home. This entire aspect of the hiring process can be very time-consuming and a waste of resources if the application doesn’t reach fruition.

Fortunately, there are pre-employment assessment tests available online that employers can use to gauge the skills and competency of their potential hires. By using these virtual tests, employers can minimize their chances of getting bad hires and candidates can easily get their results without hassle.

Automated Schedulers

If there’s one thing that annoys most recruiters, it’s the time-consuming, back-and-forth correspondence with their shortlisted candidates. To be able to set a time for an interview that is favorable for both parties, the recruiter and candidate will have to agree to a schedule.

However, because both parties work on their own time, it’s possible that they can miss the opportunity to reach each other throughout the day. It can be a missed call, an unread email, or both. Then they would have to go back-and-forth, with an indefinite amount of time in between each response.

Going through all this trouble just to set an interview schedule is not only a complete waste of time but a waste of time that could otherwise be used for more pressing tasks. It’s a good thing that automated scheduling solutions are now available in the market, which employers can use for their hiring process.

With this software, the hiring manager will only need to send an email with an attached link to their candidate. Once the applicant clicks on the link, they will have access to a calendar that will allow them to pick the best time for their interview. This way, the time-consuming scheduling discussion can be eradicated.

Modern technology is not a magical solution that can solve every problem on earth. But it can make some of those problems easier to solve by creating alternative methods that weren’t available in the past. This is can be applied to almost any issue you can think of during recruitment, which can make the entire process much more pleasing to both the employer and the job applicant.

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