Technological advances have affected nearly every stage of the process, from job hunting to recruitment to selecting the right candidate. So, what does it look like today? Here are key areas technology has impacted.
How is Technology Changing the Hiring Process
Networking
In the past, networking generally occurred in person or through word of mouth. While networking events are still an important part of job hunting, they’re no longer the only means of connecting. Today, job searchers use LinkedIn and other social networking tools — even Facebook — as a way to reach and meet people in their industry or desired industry. If you’re applying for a job, you can simply search for connections or connections of connections who work at the company in question. Recruiters are also using these platforms to find candidates. Profiles make it easier to quickly assess qualifications and determine whether a professional might be a good fit for a job opening.
Branding and job advertising
From an employer’s perspective, technology has also made it easier to establish a presence, develop a good reputation, and post job listings. Through social media profiles on sites like LinkedIn, Facebook, and Twitter, companies can create an audience and garner reviews and followers. They can also post job listings on all of these sites, generating buzz about open positions. Targeted advertising — which is aimed at people with specific job titles, education, skills, and qualifications — on these platforms makes it more likely that they’ll find qualified candidates. There are plenty of job search sites, including Indeed and Monster, where employers can advertise open roles as well. Candidates can upload their resumes to many of these sites as well, enabling organizations to find them. If a prospective applicant wants to find out what it’s really like to work at a certain company, they can read reviews on sites like Glassdoor.
Recruitment
If there’s an aspect of the hiring process that technology affects the most, that has to be recruiting. Because more employees work remotely — also thanks to technology — employers can search for candidates in all geographic locations. They can use job boards, social media, and other tools to find qualified individuals for roles and are no longer constrained by region. Once recruiters and hiring managers receive resumes, they can run them through applicant tracking software (ATS), which uses artificial intelligence (AI) to pull out keywords and desired qualifications, flagging potential fits. This saves time for recruiters, who no longer have to search through hundreds of resumes manually, looking for people with the minimum qualifications. There are still some kinks to iron out — for example, an ATS system probably wouldn’t be able to spot someone with a non-traditional background who might still be a good fit for a particular job. Overall, however, this software has been more helpful than not. It also helps remove unconscious bias from recruiting efforts. For example, it can eliminate identifying information pertaining to ethnicity, gender, age, and other demographics from someone’s resume.
Interviewing
Now that geography is less of an employment barrier, in-person interviews are no longer essential for many employers. Instead, they can use video-conferencing software such as Zoom to conduct interviews. Unlike phone interviews, video interviews allow recruiters and hiring managers to get a sense of the candidate’s demeanor and professionalism. Interview-scheduling software like Yello also streamlines the process, making it easy for the interviewer and applicant to find a time that works for both of them without engaging in a lot of back and forth. Generally speaking, the hiring manager can simply offer time slots through the software, and a candidate can select a time that works for them. Ultimately, technology is a game-changer for the hiring process. From advertising jobs to vetting resumes, it’s streamlining the ways employers find potential hires and candidates find jobs. There are many advantages, but individuals and companies should be cognizant of the drawbacks, too. For example, job seekers must be selective about what they post on social media because prospective employers will almost certainly vet candidates’ online presence. Employers, too, must be careful about relying too heavily on software to screen out potentially viable candidates. At the end of the day, software should augment the hiring process but not replace humans entirely.
