How Technology Makes Recruitment Easier

recruitment

The recruitment process has come a long way since traditional job ads and inefficient interview techniques. And just like many other things in this modern world, the recruitment process that we know today has technology to thank for its many innovations and improvements.

However, in what ways exactly has technology improved the recruitment process? Here are some of the best examples:

1. It’s now easier to find the best candidates for a job

With technological solutions such as recruitment analytics platforms, companies can now find and assess talent faster than ever before. One of the most tedious tasks in the recruitment process is finding the right candidates for the job, and it’s solutions like these that help companies save precious time in selecting the best people from any given pool.

2. Companies can find talent all across the globe

Today’s technology makes it possible for many companies to operate solely or partially from remote locations. That said, there are a lot of jobs today that are no longer bound by geographical location. Companies can find talent all across the globe, almost unlimited in their choices of the best candidates for the job. Moreover, offering work-from-home set-ups can attract talent that are looking for better work-life balance, which can widen the candidate pool even further.

3. Automation gets rid of tedious tasks

Applying automation to the recruitment process makes it easier for both applicants and recruiters. Automation can be used to find new candidates, send assessments, schedule interviews, and send updates to applicants throughout the process, all with little to no need for human interaction on the employer’s part, thus saving them time and money. Applicants, on the other hand, don’t have to wait for a human recruiter to guide them through the process, which makes applying for a job faster and more convenient.

4. Technology reduces recruitment bias

Unconscious bias is something that is very hard to get rid of, especially in the recruitment process. Recruiters, even if they are trained to be impartial, may not realize that they are judging an applicant unfairly.

Fortunately, there are many programs today that can take away identifiers of age, sex, race, and other factors from a resume. Resumes that contain none of these identifiers make it easier for recruiters to assess applicants solely on merit, making way for an unbiased assessment process that is fair for all.

5. Social media attracts more talent

woman using a phone while working

Social media has become more than just for socializing; today, companies can use Facebook, Instagram, LinkedIn, and other social media platforms to attract and contact the best talent. While this approach may not be appropriate for certain types of companies, employers that are looking for marketers, social media specialists, and content creators can better find the right people on these platforms.

Moreover, people spend most of their web browsing time on social media. If companies want their job listings to be more visible, it only makes sense to post them in places where everyone spends most of their time in.

6. Assessments can be based more than the resume

While the resume is still the main tool used for assessment, recruiters can also use social media and online CVs to know more about an applicant. For instance, they can browse the public profile of an applicant to gain more insight into their personality. Online CVs, on the other hand, can contain portfolios and other detailed information about the applicant’s work history. Both of these things can give recruiters a more ‘complete’ view of what the applicant is like, which may not be possible with only just the resume.

7. Job website features help trim down options

Modern job site features benefit both applicants and recruiters. For applicants, advanced filters can help them find jobs that are most applicable to them in terms of salary, location, hours, and work experience, among other factors, thus helping cut down the job-hunting process. For recruiters, on the other hand, job sites allow them to see the best candidates based on the parameters they set on the job listing. Either way, these features save time, money, and energy that can be used for more important things.

Furthermore, job websites today can streamline the recruitment process by making contact easier through instant messaging, automated updates, and mobile optimization.

Thanks to modern technology, the recruitment process is more efficient now more than ever. Recruiters no longer have to spend hours trying to find the perfect candidate, and in turn, applicants don’t have to waste their time on jobs that they are not qualified for. With the kind of technology that we have now, we can only expect recruitment and other business processes to reach new heights in the future.

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