The continuous innovation technology has provided the working world is evident. From virtual communication to mobile apps – technology has changed the working world and also recruitment, indefinitely. 

Automation has been widely discussed as one of the viable solutions to the HR and recruitment process; enabling the screening of candidates to be a seamless and efficient process. A few of the advantages of this include improving organisation's talent profile, increase productivity, and accelerate the time used to hire new talents.

Tech has been at the forefront of recruitment strategies over the last decade and we’ll look at the five ways tech has transformed the recruitment industry. 

Mobile Communication 
 

The rapid evolution of mobile technology has changed the way in which we connect with the world. We can get in touch instantly with our contacts in the UK or anywhere in the world, find out what the weather is like and get instant notifications on world activity. Thanks to mobile apps for LinkedIn and WhatsApp, recruiters identified how easy and convenient it was and still is to get in touch with candidates to exchange text messages or hold video conferences calls on the go. 

Candidates are more than likely to open emails on their smartphones and check their LinkedIn inbox via the app, hence the reason why mobile communication has become a necessity for all recruiters. 

Targeted Job Posting Ads on Social Media 

There’s no doubt that social media advertising has become imperative for all recruitment businesses and employers alike. Platforms such as LinkedIn, Facebook, Twitter and Instagram have a wide reach, extending the talent pool for recruiters to search in. However, a wide talent pool does not guarantee finding the right fit for a business; and this is where targeted posting has been an effective solution. 

According to TopCV, 84% of companies use social media to find candidates. 

Factors such as location, experience and age come into play when HR teams are trying to find the right candidate for a position. By using social media ad tools, this gives them a great chance to targeting candidates with specific skillsets and experience. 

Online Interviews 
 

The rise of online interviews has been linked with Covid-19, however, online interviews were being conducted prior to 2020, maybe not as frequently, but they were an option. With software’s such as Zoom and Skype, face-to-face interviews have not been a necessity. It has also reduced the need to travel long distances for hybrid roles and has been a cost effective solution. 

According to Job Description Library, 22% of employers conducted video interviews pre pandemic; and more than half of employers plan to conduct video interviews post pandemic. 

Online interviews have become more frequent, and this has opened the door for employers to consider global talent who are willing to relocate. 

Online Recruitment Companies 

As well as social media, job boards have come a long way and expanded on their limitations. Modern job boards have made it easier applicants to filter through and search for specific jobs that match their location, experience and also their salary expectations. 

Job boards we see today involve a mixture of complex algorithms, job aggregators and social networks in which optimise the job application process. Online has opened up a range of networking opportunities that allow candidates and employers to connect easily and interact with each other – enhancing the candidate experience. 

Applicant Tracking Systems 

Whilst the implementation of technology has made the application process easier for applicants, employers and HR have had to implement systems to manage the mass amount of applications they receive. Applicant Tracking Systems (ATS) allow businesses to source talent. With a combination of AI, ATS enhances the recruitment process, also introducing automation and analytics. 

Thanks to today’s tech, recruiters have access to large databases, whilst being able to interact with applicants and schedule interviews.