Home Blog 3 Ways Tech Has Changed the Recruitment Process for the Better

3 Ways Tech Has Changed the Recruitment Process for the Better

Recruitment has always been kind of a headache for everyone involved. For applicants, it’s always difficult to put together a new application for each new job they’re applying to, or to attend busy and crowded recruiting events, hoping against hope that someone notices them.

For recruiters, the process can be a difficult game of finding the applicant with the right mix of features: smart, but not cocky; ambitious, but not over-eager; humble, but not self-doubting. On top of that, it’s hard to know whose experience will be best for the vacancy you’re trying to fill. There are a lot of variables to track.

Tech has changed a lot of that. Through innovative platforms and streamlined services, tech companies are taking a lot of the guesswork out of the recruiting process.

1.    Recruitment is simpler than ever for applicants

Applicants used to have to mail in professional resumes, call ahead and ask about vacancies, or even look through the newspaper hoping to find an open position at a local company. The internet has made it much easier to find jobs without the hassle.

Companies like LinkedIn and Indeed, for instance, provide job postings tailored toward individual applicants. They allow users to make a profile, upload information about themselves, include a resume, cover letter, and work samples. Once uploaded, the user’s profile can be easily found by anyone looking to fill a vacancy.

Profiles can also often be used to apply to jobs, too. So, rather than having to recreate the same application over and over again for a dozen different companies, users can just select the firms they’re interested in, and hit a submit button.

2.    Companies have increased their qualified applicant pool

The internet and other hiring techs have made it possible to reach a much larger pool of applicants during the hiring process. Where before companies were restricted to the people who might see a newspaper ad in their local area, they can now reach a global audience using online recruiting tools.

Qualified applicants in particular are easier to come by now than ever, saving companies millions of dollars on job training every year. Employers can now verify employee experience with background checks, allowing them to ensure that applicants have the qualifications necessary to fulfill the requirements of the job.

What is a background check? It is a service that allows companies to check that applicants have the education, experience, qualifications, certifications, and clean records they’re looking for. With so much intellectual property on the line in today’s startup ecosystem, performing a background check is an essential part step toward keeping your business safe. Modern hiring tech allows you to do that.

3.    Recruitment can be lightning-fast

Lastly, and maybe even most importantly, recruiting technology has allowed the hiring process to become much, much faster. With automated resume reviewing, algorithms that match qualified applicants with employers who need to hire, and the ability to network quickly and efficiently using an online networking site, companies are filling much-needed positions faster than ever.

This benefits applicants too, as they can know quickly and efficiently whether they’ve gotten a job or not. This helps them as they plan their future job applications, saving them time and effort. Plus, thanks to the online application tech mentioned previously, it’s easier for applicants to dust themselves off and move on to the next app if they do get a rejection letter.

Where tech will take the recruitment process in the future?

No one knows for certain what will happen in the future. However, it’s clear that technology will continue to play a pivotal role in the development of the workplace, including and especially the hiring process.

In the near future, algorithms will likely play a larger role in sorting qualified and unqualified applicants, or ordering applicants by who might be best suited for the position. Automated HR might internally assess whether all of an organization’s needs are being met by its current employees, or whether more should be hired on. Applicants might apply to jobs using a gamified 3D VR interface.

Ultimately, however hiring changes, it’s important that companies stay on the cutting edge of technological development so they can always have an edge in the hiring game.

 

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