Article 08 - The Role of Technology in Recruitment
The recruitment and selection process is one of the most important aspects of any organization, as it affects its performance and success (Saha, 2023). The primary objective of the organization's recruitment methods and activities is to find and attract potential employees. Since the competition for the skilled employees is tough, organizations must be able to draw in as many of the top talents as they can in order to have the best talent pool from which to select and make final hiring decisions.
Technology has transformed many facets of our lives in the fast-paced digital era we live in today, and hiring is no different. The advent of technical solutions over the past few decades has most likely enhanced recruitment and selection.
It is becoming increasingly popular for organisations to incorporate technology in their hiring processes. With the advent of new technologies that offer rapid, efficient, and economical means of finding skilled individuals, recruiting as a whole has seen significant change. AI and big data are two examples of these new technologies. Organizations have been gathering huge amounts of data, and they can now use AI and big data to their full potential.
The Evolution of Recruitment Technology
The recruitment sector has gone through significant transformation since its beginning in the 1970s. Recruiting is getting harder these days, and there is more competition for qualified workers. However, hiring the best talent is a major challenge for many businesses, and since the hiring process gets more complicated every day, many businesses are having trouble making the right choice.
The recruitment process is growing increasingly complicated due to the ongoing evolution of social networks, information technology, and infrastructure. In-depth research on the phenomenon of new technology-based recruitment approaches is required to understand its potential and risks, as new technologies have also brought about significant changes in the recruitment process. The recruitment process and its objective have not changed in spite of these modifications; we are still seeking workers, gathering data, and designing the entire package (Oksanen, 2018).
“Job search can be compared to writing a love letter. If you don’t get a response from the other party fast enough, the reaction is negative, and you no longer want to be in contact with that person. The same logic applies to recruitment” (Oksanen, 2018).
Here are some of the most significant technology developments in modern recruitment:
- Automated Applicant Tracking Systems
Automated applicant tracking systems have been suggested as a way to expedite the hiring process because the volume of resumes and job applications that are submitted might be overwhelming.
AI can be used to create applicant rating models. AI algorithms that have learnt the scoring function using training data supplied by 31 human recruiters provide the basis for candidate rating (Oksanen, 2018). In order to make recruiters' jobs easier, new recruitment tools have been developed, such as automated candidate ranking systems, which organise resumes according to the requirements of job offers. There are several approaches to implementing computer-supported job matching, such as using genetic algorithms and learning-based strategies.
- AI-Powered Candidate Screening
People have been trying to understand how humans think for thousands of years, yet intelligence itself is hard to define. Understanding and creating intelligent entities is the goal of the artificial intelligence (AI) field. In short, AI can be defined as a computer or computer program that is capable of performing intelligent functions (Oksanen, 2018).
Candidate screening has been transformed by artificial intelligence (AI), which makes data-driven and automated decision-making possible. “Artificial intelligence has allowed employers to automate mundane tasks such as screening resumes and conducting phone interviews, freeing up recruiters to focus on more important aspects of the hiring process” (Saha, 2023).
AI has advantages and disadvantages, just like anything else. AI is expected to enhance human capabilities in many ways in the future. These days, AI is capable of remembering, comprehending, identifying patterns, making decisions, adjusting to change, and learning from knowledge. AI has helped technologies become more intelligent and has made it possible to gain major rewards. In the field of technologies, artificial intelligence is likely to hold its current position or become increasingly significant. When AI starts to create machines that are smarter than people, the danger could become real (Oksanen, 2018).
- Virtual Interviews and Remote Hiring
Organizations may do a video conference interview with a candidate who is not in close proximity to the workplace. They may be able to reach prospects outside of your company's geographic area by using video conferencing software. For instance, you received an application from someone in New York, but your business is located in Kansas. In this case, you can decide to use video conferencing software to interview them (Indeed, 2025).
You may consider the privacy options that each solution offers when looking at the various options available to you. This is particularly helpful if your organisation uses interviewing committees rather than a single person to interview candidates. For instance, while some video conferencing software might not offer this capability, others might let your committee discuss subjects in a separate room throughout the session.
- Social Media and Digital Platforms
Organizations can advertise their job openings to prospective candidates on social media sites. It is advantageous to employ this strategy since it can enable one to connect with possible applicants who had not intended to look for a new job. They might be interested in applying if you give them the chance to see leadership chances, better benefits, or a higher salary.
Posting about a job you're hiring for on your own account is another approach to use social media networks. Although some recruiters may utilise this strategy to attract possible candidates before posting the job description, it might assist to spread the word about the opportunity to their followers.
Social media though, and social networking websites have been the most important development in the field of digital attraction. Although practitioners around the world have shown a great deal of interest in this topic, it is still an area that is still trying to catch up to practice and has only recently seen a rise in research interest (Nikolaou, 2021).
Recent research, however, has created doubt about social media's extensive adoption and raised major concerns regarding its value to employers and job seekers alike.
The challenges of using technology in recruitment
- The risk of over-reliance on tech and loss of human touch
Candidates may believe that the hiring process is impersonal if technology is used excessively, which could harm a organization’s employer brand (Plumb, 2023).
- Challenges in keeping up with rapidly evolving technology trends
Another challenge is the speed at which technology is evolving. Recruiters must constantly upgrade their knowledge and abilities as new tools and technologies are developed in order to stay ahead of the competition. Continuous training and growth are necessary for this, and they can be expensive and time-consuming.
- Thinking machines are as smart as people
We tend to think machines and AI-powered tools are as intelligent as humans because they work so well. But they are only as good as their most recent update or how well they process data that day. We need to be aware of our own inherent bias of thinking machines are as smart as we are.
How many times has Google Maps taken you the wrong way, and you followed it because it told you to, even though you knew it was wrong?
Because AI-powered tools and machines perform so well, we often assume they are just as intelligent as humans. However, they are only as good as the last update they made or the way they handled the data that day.
Conclusion
AI and automation will become more and more significant in modern hiring as technology develops. organizations that leverage these tools will be better able to attract and retain skilled workers and develop a productive team.
References
Ecruit and Powton, M. (2023). ecruit. [online] ecruit. Available at: https://ecruit.com/blog/technology-in-recruitment/.
Lesenyego, A. and Chukwuere, J.E. (2023). Social media for job recruitment: A review study. Journal of Emerging Technologies, 3(1), pp.43–50. doi:https://doi.org/10.57040/jet.v3i1.483.
Nikolaou, I. (2021). What Is the Role of Technology in Recruitment and Selection? The Spanish Journal of Psychology, 24(2). doi:https://doi.org/10.1017/SJP.2021.6.
Oksanen, R. (2018). New technology-based recruitment methods.
Indeed (2025). 12 Modern Recruitment Techniques for Your Hiring Process. [online] Career Guide. Available at: https://www.indeed.com/career-advice/career-development/modern-recruitment-techniques.
This is a comprehensive and thought-provoking analysis of the modern recruitment process and the role of technology! You've covered essential developments like AI-powered screening, virtual hiring, and social media platforms, while addressing challenges such as over-reliance on tech and maintaining the human touch. The balance between leveraging technology and ensuring a personalized approach is crucial for effective recruitment. Do you think advancements in recruitment technology will eventually eliminate traditional methods, or is a hybrid approach the future?
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