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How tech has changed recruitment

From recruiting for new jobs to employing staff to manage and control the new technology, here are three ways tech has changed the recruitment sector.

Whether it’s developing cloud-based innovations or putting operating systems in place to automate basic roles, there is no doubt that technology has a massive impact on the workplace. From recruiting for new jobs to employing staff to manage and control the new technology, here are three ways tech has changed the recruitment sector. 

Tech-specific recruitment is booming

As technology becomes more prevalent in the workplace, the need for expert workers trained in handling it is crucial. In many cases, the specialist equipment used by businesses can be confusing to understand, meaning not every member of staff will have the knowledge required to operate it. In fact, some reports have claimed that technology and artificial intelligence will create more jobs than it destroys, as there will be a greater need for highly-skilled management roles.

This is essential within the tech industry itself, as there are many niche areas that require specialist knowledge. SAP, for example, helps coordinate the day-to-day running of every aspect of a business, and can be applied to almost every industry. However, being able to use the software requires extensive training and skill, which not every employee will have. Therefore, businesses are becoming increasingly reliant on specific SAP recruitment agencies, such as Eursap, in order to find a consultant that knows exactly how the software works, as well as the latest updates. Agencies such as Eursap can be beneficial for finding short-term contracts for interim roles, for example if your business has just implemented SAP, and you need someone to fill a short-term role while you look for a suitable candidate.

Recruiters rely on technology more than ever

Traditionally, people have applied for jobs by handing in CVs and going for interviews. However, with the rise of technology, this has been replaced by a faster, more streamlined approach. There is now much more data available online that recruiters can take into consideration, including previous job roles, and even social media presence. Rather than focus on just a written application, more recruiters look through a candidate’s social media presence than ever before.

According to a study by CareerBuilder, 70% of employers screen candidates on social media before hiring them—up from 60% in 2016, and 11% in 2006. The study also found that almost 70% of recruiters will use search engines to conduct background research into candidates. This extra data available online allows employers to look beyond qualifications and experience to determine whether a candidate will be a good cultural fit within the company. 

Technology is even changing the interview process, with Skype interviews becoming much more commonplace. A 2017 Deloitte report found that 33% of respondents are already using some form of artificial intelligence within their hiring process, from automated text messages or emails being sent out confirming interviews, to communicating basic requirements and information (such as start date and salary) via instant messaging systems.

However, the future of recruitment could rely even more heavily on AI, as more companies start looking to interview candidates using algorithmically enhanced video systems. HireVue, for example, offers companies an on-demand video interview platform for job seekers, which analyzes answers given in the interview with advanced machine learning. The platform also hones in on facial expressions and word choice in order to complete a rounded profile of the candidate for the hiring managers. This reduces much of the time involved in hiring new candidates, and multiple interviews can be done at the same time, saving potentially hours of time for recruiters. 

Technology is changing job searches

It’s not just recruiters that are benefiting from technology when it comes to new jobs; those looking for work can now connect with hiring managers directly through platforms such as LinkedIn, or even online forums for industry experts. These platforms have made it much easier for recruiters and job seekers to connect directly, rather than go through recruitment agencies, and makes communication much easier. The rise in technology has also widened the talent pool, as candidates can apply internationally, providing they are willing to relocate, or are able to work remotely. 

LinkedIn, and social media in general, has also made it much easier to network within industries without needing to go to events. This offers people the chance to recommend candidates for positions, and connect them to recruiters directly, taking out much of the hassle involved with searching for jobs on listing websites. This is especially helpful now that 70-75% of the workforce is considered passive, meaning that people who are currently employed aren’t actively looking for a job, but would happily discuss a new role if the opportunity arose. By connecting with passive candidates on social media, recruiters may find the ideal candidate, even if they aren’t actively looking for a new position. 

The rise of technology has certainly changed the way we live our day-to-day lives, and as it becomes even more ingrained in society, it’s no wonder that the recruitment industry is changing drastically in order to keep up.