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How Technology Has Changed Hiring Processes

  • Publish Date: Posted 4 months ago
  • Author:by Xcede

Technology has changed business operations forever. 

Where one organisation is using SaaS to automate customer responses and reduce support tickets, another has the help of artificial intelligence across its entire product line. 

Today, any firm wanting to be more efficient can do so through careful digital transformation, which promises a series of competitive advantages:

  • Accurate resource management

  • Enhanced data collection

  • Stronger collaboration between employees

As such, at some point over the last few years, the adoption of advancing technologies has become a necessity for many - not a luxury. 
The same is true for recruitment.

(Source: Corporate.io)

The hiring process in 2022

In an environment where 86% of technology firms are struggling to hire, employers are having to design innovative solutions for attracting and retaining talent. This, in part, comes down to managing their employer brand and caring for candidate experiences. In a candidate-driven market like ours, communication has become crucial for businesses looking to hire. 

Technology’s impact on hiring processes

Over the past few years, both HRM and recruitment have been permanently affected by the ongoing development of technology. 

1. Resume keyword scanners

Instead of relying on a pair of human eyes to review thousands of applications, resume keyword scanners are identifying prime candidates for companies. This shortens the lengthy wait that many job seekers face before moving to the interview stage. Before, during this time, they may have already been scouted by competitors.

However, it’s not all good news.

Resume keyword scanners are impersonal, and judge a person only by their ability to write. This can put some qualified talent, like non-native English speakers, at a severe disadvantage; all because they didn't use the right phrases in their CV. Whilst this technology continues to get smarter, as it stands today, resume keyword scanners could be creating barriers to entry for diverse candidates. This is something to bear in mind when using resume keyword scanners.

2. Applicant tracking systems

However, resume keyword scanners are just one small part of Applicant Tracking Systems - which are, indeed, transforming hiring processes as intended. Their usefulness has fuelled vast market growth, estimated to reach $3.3 billion in 2027.

“ATS are especially effective for those who hire personnel on a regular basis or receive a big number of applications for each post. Firms will also gain from an ATS tracking system if their employment process is long or complicated, or if they have issues with recruiting and administration.”

Over time, the number of features on Applicant Tracking Systems have been increased and most programs now integrate into other digital platforms like social media. 

According to Skeeled, they:

  • Reduce administrative tasks.

  • Facilitate collaborative decision-making.

  • Boost employer branding.

  • Improve the quality of hire.

  • Speed up the overall recruitment cycle.

  • Shorten time-to-fill.

How? Inevitably, as hiring managers become less caught up in completing extensive administrative tasks, they can focus more on delivering exceptional candidate experiences - responding to queries and providing updates.

(Source: Bitterjit)

3. Virtual interviewing

An in-person interview isn't always practical. 

For businesses wanting to hire talent globally, video platforms like Zoom are paving the way forward. They are easily accessible for disabled candidates and produce fewer barriers for anyone who would have difficulty travelling. 

For the hiring process, this ensures all candidates get an equal chance to prove themselves worthy of a position, and a business can make a more informed decision when choosing a new employee.

What’s more?  Virtual interviews have been proven to reduce recruitment’s carbon footprint by 70%.

4. Social recruitment

Social recruitment, which often uses a variety of management and automation technologies, is an incredible tool for anyone needing an efficient hiring process. It can boost awareness of open positions and has accurate targeting data that firms can use to attract industry-leading candidates.

That's not all.

Platforms like LinkedIn aren't just an incredible place to post jobs, they also facilitate ongoing networking with prospective talent in the industry. Through it, employers can demonstrate their worth as an employer, provide helpful insight for entry-level applicants, and control their reputation. 

Social recruitment gives candidates the tools to directly research a future employer and decide whether they want to work with someone or not. For hiring managers, this reduces wastage in hiring and ensures that when an offer is extended, it gets accepted.

How to use these technologies to your advantage

It’s clear, therefore, that advancements in technology have improved hiring processes for industries across the world. But how do you start transitioning your current approach towards recruitment into a new, digitally-savvy one?

Step 1. Understand your audience

Before you can have any hope of targeting them, you need to start assessing the needs of your candidates. 

  • What problems are they facing? 

  • What’s holding them back from applying with you? 

  • Where do they spend their time?

  • What messaging is most effective for them?

  • Why are they staying at their current job?

Step 2. Create your digital strategy

There are so many platforms that can aid employers in collecting candidate data, reviewing applications, targeting prime talent, and managing experiences. To choose which will be the most useful to your business, create a digital strategy for recruitment. Review recruitment data, identify areas for improvement, and then start purchasing relevant software.

Step 3. Implement technology

Next time you need to fill a gap in your company, consider your digital strategy and use technology to reach your audience. A multi-platform approach works best.

Where possible, maintain high levels of communication with your prospective applicants and keep them informed as you make your hiring decision.

Step 4. Recruit with Xcede

Sourcing qualified candidates when the world is facing such vast shortages isn’t easy. It’s not enough to simply make promises, you have to deliver on them. 

Xcede can help. 

We are global technology recruitment specialists who source employees for a range of dynamic job positions, selecting the top talent for every single one of our clients. Our dedication to finding experienced candidates with the right qualifications allows businesses to foster growth and continue scaling. 

Get in touch.