How Technology Has Changed the Recruitment Process

July 27, 2018

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Posted by: Nicola Malcolm



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New technologies have changed almost every industry, and recruitment is no exception. From changing the nature of the candidate pool and increasing touch points between recruiter and candidate to reducing bias, technology continues to improve countless aspects of the recruitment process. Here, we go over some of the most important ways technology has changed the way recruitment works today.

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Technology has made it easier for businesses to find qualified candidates anywhere in the world. Recruiters can search online job boards and professional networking sites for candidates in any location, making the pool of candidates bigger and more diverse.

This change also opens new prospects for job seekers. Roles that involve partial or total teleworking are becoming increasingly common. Recruiters are more likely than ever to reach out to global candidates with specific skill sets that they can’t find locally.

Technology Has Reduced Recruitment Bias

Unconscious bias can skew the recruitment process, even if undertaken by fair and unbiased hiring staff. New technology has been developed to remove unconscious bias in the recruitment process.

Different programs can remove identifiers of gender, race, and other components on a resume that have historically resulted in unconscious bias. The resulting de-identified resumes make it easier to evaluate candidates on merit alone. Studies have also shown job ads can create hiring bias through wording that subtly indicates a certain gender or age is preferred. AI-based systems have been developed to evaluate job ads to identify biases that may appear in the descriptions.

Technology Has Changed the Way Recruiters Work with Data

Data continues to be vital to the recruitment process, with big data and analytics growing each year. However, with so much data available, recruiters have had to become savvy analysts to evaluate data in a meaningful way. AI and analytics programs are becoming more intelligent and can now reduce large piles of resumes to just a few qualified candidates. Big data insights help recruiters find the right candidates who better fit the job description. This saves time and resources for recruiters.

Data can also be used to streamline the recruitment process. Real-time data helps recruiters analyze the process and determine where too much energy and resources are being spent. Using the analytics function of any recruiting software you use can help you discern where you can save time and money during recruiting.

Response Times Are Faster

Automation has made it easier for recruiters to connect with candidates as soon as their applications have been received. This helps solve possible breakdowns in communication between recruiter and candidate. In the past, it was difficult to send a response to every candidate who applied, especially for jobs with hundreds of applicants. Now that technology has reduced the amount of time it takes to submit, review, and contact applicants, every applicant can receive automated status updates. This helps enhance a company’s reputation and the candidate experience.

Recruiters Have More to Go on Than Just a Resume

Resumes are still a valuable and widely used recruiting tool. However, different types of information can be obtained about candidates through technology. Job seekers with profiles on social media or online job boards can create more extensive virtual portfolios, highlighting more skills and samples of their work. This has created a way for job seekers to present a well-rounded picture of their professional experience, personality, and qualifications.

For recruiters, candidate online profiles and websites can help find potential hires that will fit well with the current team and company culture. You can start to get a feel for someone’s personality and interests beyond a resume without having to call them in for an interview.


Nicola Malcolm

Nicola Malcolm

Nicola has over 20 years of staffing industry experience with global, international, and Canadian firms. She has a broad knowledge base from having worked at a temporary recruitment desk, as an on-site manager in a global warehouse and manufacturing company, and in marketing, IT and operations. In addition, Nicola managed a portfolio of MSP/VMS accounts for a global MSP, and currently manages the staffing supply of 10+ Canadian MSP/VMS programs. In her spare time, Nicola uses her recruiting background to help her family, friends, and personal network find meaningful work opportunities. She also enjoys applying her operational skills to plan family trips abroad as often as possible.

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