Recruitment evolution in the digital age

Before I ever took my first interview, my knowledge about them and the recruitment process was subject to the bias of antiquated notions. For example, I thought carrying copies of your resume and handing them out in office was the norm. And although professional networking and job platforms like LinkedIn, Indeed or Glassdoor were already alive and healthy, I depended on the assurances of the tangible.  Little did I know abut the evolution of recruitment beyond the knowledge of my beliefs.

Technology has impacted our daily lives and the way industries operate. Its impact on recruitment is no different. The evolution of the recruitment process has changed the way recruiters and hiring managers do their jobs. The aforementioned platforms like Glassdoor, Indeed, LinkedIn and the various other technologies used in digital recruitment strategies have become the new norm.

In the evolution of recruitment, the fundamentals of recruitment are still intact. Technology has simply created an innovative avenue for the hiring, selection, and job-seeking process.

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Few ways recruitment technology has impacted the hiring process:

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1. Applicant Tracking Systems and AI

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Recruitment automation technology like Applicant Tracking Systems (ATS) and AI software have changed the way organisations find the right candidates. They are designed to help HR tackle the massive inbound traffic of resumes they receive daily, consequently reducing the time-to-hire.

But, although recruitment technology can streamline and simplify the operation, it could also cause frustrating issues. AI-powered ATS’ can sort through the talent pool of candidate profiles and find the literal closest match, but, the system can also run the risk of glossing over non-traditional candidates that might be a good fit for the job and may fall through the cracks of the rules-based system.

Also read: The truth about Applicant Tracking System

2. Data-backed decisions

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Data has always been a quintessential part of business strategy and outcome, and it would only be logical that employers take advantage of recruitment analytics to make impactful business decisions.

The concern with people analytics solutions and the consequent affluence of data is of employers that don’t know how to use the metrics strategically. Data is always helpful, but if they don’t serve a purpose due to a lack of knowledge, it can result in consequences.

AI-powered ATS’ can fundamentally change the way organisations deal with data. In order to desicpher the massive stockpiles of data, businesses can recruit data scientists or analysts to make sense of them and also maintain and store the data.

Too many solutions will confuse recruitment operations, and may end up creating more chaos and waste resources.

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3. Reaching a diverse and global talent

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During recruitment funnel, finding qualified candidates anywhere in the world is now a possibility with the evolution of recruitment. Social HR can scan job boards and professional network sites, like LikedIn, to look for qualified candidates with the right skills without being constrained to the limits of geography.

Telecommunication makes it possible for recruiters to reach out to candidates that they may have overlooked due to location. Therefore, when in search for applicants with a specific skill-set, recruiters have access to tap-into a significantly larger and more diverse talent pool.

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4. Improving the candidate experience

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Not only do ATS’ reduce effort for recruiters, but they also do so for applicants. Digital recruitment strategies takes manual activities, such as filling application forms, off of candidates’ plates, administer assessments, schedule interviews and provide regular updates to candidates throughout the hiring process.

Candidate experience may not have mattered much before, but it has turned into an important aspect of recruiting. The evolution of recruitment has made jobs easier to find and information faster to obtain.

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5. Enhancing employer branding

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Building a buzz around the job opening can attract a high volume of candidates. If the volume of candidates includes a large sections of best-fit candidates who aspire to work for the organization. Chances are that they remain engaged over the long term and help build the top-line of the organisation’s workforce management.

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'Humanizing' the evolution of recruitment

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With global unemployment in a state of flux throughout most of 2022, organizations are scrambling to retain top talent and retain existing employees. The evolution of recruitment process has disrupted the hiring process, but has also given recruitment professionals an opportunity to fine-tune their digital recruiting strategies.

Now is the time for recruiters and hiring managers to make genuine human connection with job seekers. It is an element that has been missing from the recruitment industry for quite some time.

Recruiters can optimize their processes by focusing on personalising the candidate experience and utilizing recruitment solutions & digital tools. It’s time for the evolution of recruitment that focuses on the human element of talent acquisition.