How Is Technology Used in the Recruitment Process?

In recent years, the use of recruitment technology has helped enhance HR professionals’ ability to perform their job duties and hire talented people who can help their organizations thrive. In this recruitment blog, we’ll touch on some of the ways technology is being used in the recruiting and selection process and some of the trends going forward.

Examples of Technology in the Recruiting and Selection Process

From identifying staffing needs to onboarding a new hire, technology can be used throughout the entire recruitment process and now plays a crucial role in helping organizations find the right talent to grow their business.

Technology can be used in the recruitment process to:

-Write Better Job Descriptions

-Promote Job Postings

-Review Resumes

-Conduct Interviews

-Extend Job Offers

-Onboard New Employees

Using Technology to Remove Bias in Job Descriptions

A research article published in the ‘Journal of Personality and Psychology by Danielle Gaucher and Justin Friesen found that women were less likely to apply to jobs that had titles and/or descriptions including “masculine-themed” language such as “active”, “adventurous”, “driven”, “independent” and “lead”. Technology can be used to help eliminate this and other types of unconscious bias that ultimately affects both job posters and potential candidates.

Software is being used to uncover key phrases and spot biases when writing job listings. The technology can highlight strengths and weaknesses within a job posting while someone is actively writing it. These sorts of advancements help promote a more inclusive work environment and diverse workforce.

Using social media to promote job listings

It’s common practice to post jobs on your company’s website and even through online career sites, but what many recruiters aren’t using actively is the power of social media to promote their job openings. 

Social media platforms like Twitter, Facebook, and LinkedIn are all effective ways to recruit qualified candidates. These platforms allow recruiters to directly identify and contact potential candidates who may qualify for open and future positions.

Many platforms have both free and paid options, and utilizing multiple platforms is crucial for success. Having separate employment accounts that work alongside your main corporate accounts keeps the information separate and on point to potential candidates. The best practice would be to regularly post items that pertain to corporate culture, local community involvement, open positions, and how to apply.

Using CV Screening Software to Filter Applicants

An Applicant Tracking System (or ATS) can collect, scan and sort thousands of CVs and help filter out any applicants who don’t meet particular requirements set by an employer. Using an ATS allows recruiters to spend less time reading resumes of unqualified candidates and more time working directly with potential candidates who meet the criteria required for the position. 

An ATS also allows recruiters to post to multiple job boards at once, provides a central location for all applicants’ resumes and applications, allows for easy interview scheduling, and enables collaborative hiring through sharing of notes and profiles.

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